Neurodiversity in the workplace

Neurodiversity (ND) refers to a range of conditions that cause people to process information differently from the way the majority of people do. It includes dyspraxia, AD(H)D, Asperger's syndrome, dyscalculia and dyslexia. These are sometimes called Specific Learning Difficulties or differences
Many are also hyper-sensitive to stimuli.

Information to be processed comes in many forms, including written and spoken language and visual images, as well as movement and co-ordination signals from the brain.

In contrast to neuro-typical people, neuro-diverse or different people have a cognitive profile which shows considerable ups and downs, with contradictions between the best and worst of their information processing. In effect, neuro-diverse people are not neuro-typical in the way their brain works. It is thought that 10% of all the population are significantly ND, with many more having some degree of neuro-diversity.

How Neuro-diversity manifests itself in the workplace

Neuro-diversity causes differences in the way people work. It manifests itself in the workplace not only as strengths, but also as difficulties.

Strengths

• Neuro-diversity is often linked to enthusiasm, creativity, originality and lateral ’outside the box’ thinking (many of the world’s innovators such as Einstein are neuro-diverse and have found their niche. They have made a very significant contribution in terms of art, drama and science.)
• Neuro-diverse/different people are often hard-working, determined and compassionate.
• Neuro diverse/different people sometimes have unusual memories but are good at remembering detail.
• Some ND people are especially good at seeing the whole picture.

The skills and talents of many neuro-diverse are complemented nicely by the organising, implementing, multi-tasking skills found in many neuro-typical people (NTs).

Difficulties
Neuro-diverse/different people may have difficulties or differences with the following:

• Short term memory causing them to lose and forget things; have trouble following instructions, keeping up with oral discussions.
• Maintaining concentration (especially with AD(H)D).
• Organisation, prioritising, time management as well as cluttered desks and filing problems.
• Reading, writing and spelling (especially with dyslexia)
• Co-ordination e.g. typing, handwriting, e.g. using dates stamps or office equipment, (especially with dyspraxia).
• Communication problems, (especially with Asperger’s Syndrome and dyspraxia).
• Judging distance, time etc, (especially finding way around the office building, or the way to meetings).
• Over or under-sensitivity to touch, light, temperature, etc. (e.g. difficulty in working with bright florescent lights or in a noisy office).

 

Removing the barriers to employment for neuro-diverse people

There are various ways in which the working environment can be adapted, various strategies that ND workers can adapt, and various ways that work colleagues and employers can help, in order to enable ND employees to meet their full potential. Not all these issues help all individuals.  Everyone with ND has individual needs.

• ND people work better in an environment which is free from distractions (e.g. an open plan, noisy office); the use of partitions and headphones can help, as can coming in early or working late. Working in an undisturbed space such as an empty meeting room or working from home can also be very helpful. Some will need to avoid over-crowded transport coming into and from work.
•  It is best for employers to give clear concise written and oral instructions, with a clear format and layout.  Operating instructions could be left by the photo-copier, fax-machine, etc. (This would be useful for all staff).
• ND employees may find the use of timetables, action lists and mind maps help with meeting their deadlines. Employers may find it  useful to help ND staff to plan  their workload.
• Many people with ND may find it easier to read from pastel coloured paper and may have their own preferred colour, Ariel size 14 is the easiest to read font (as in handout).
• ND’s respond well to routine, a structured timetable and the opportunity for training in time management.
• People with ND respond well when encouraged to break their work down into smaller chunks.
• Extra time is needed to learn how to use new equipment or learn new procedures.
• NDs may need more time to familiarise themselves with layout or large workplaces. Clear signs with arrows pointing to main department buildings and room labels will also make visitors welcome.
• The use of different coloured folders for a different task to help with organisation.
• Regular breaks can lead to improved productivity.
• Employers could provide equipment and material to make reading and writing easier, such as word processing programmes with grammar and spell checks, speech recognition and proofreading software. Specialist software such as inspirations, Mind Genius, Texthelp Read and Write or Dragon Dictate or Word bar Templates for detailed work such as reports
• Templates are very useful as are digital mini disk recorders. (Employers or colleagues could offer help with proof-reading written work).
• It is best that ND people are given seating at a computer with an arm rest, adjustable seating and full neck, shoulder and back support.
• They should also be assessed for appropriate keyboards and anti-glare screens and given instructions slowing down the mouse, or keyboard shortcuts.
• A mentoring/buddy system may also help greatly.
• Employers could encourage ND staff to learn relaxation techniques to help reduce the stress levels – (encourage them to use healthy supplements such as fish oils e.g. healthy food in canteen).
• Raising awareness among other employees will reduce the misunderstandings and assumptions made about NDs because it is a hidden disability. Employers could offer training, (or funding for training) to help ND staff to tackle their difficulties.
• Employers could show that they understand that ND has nothing to do with a person‘s underlying intelligence, ability or potential. They could give praise and appreciation whenever relevant. Avoid harsh criticisms or careless remarks that could undermine confidence and recognise talents and strengths.
• Access to work can assist the person with NDs support needs and computer software. Tel 01204 516480
• Abilitynet also provides an excellent and comprehensive assessment of computing needs including hardware and chairs, both for work and at home.