Neurodiversity in the workplace
by Naomi Letson
As the terms neurodivergent and neurodiverse become increasingly relevant in popular discourse, you may be wondering what these terms mean and how to use them properly. These terms are frequently used interchangeably (although neurodivergent is the official term) and, to put it simply, refer to individuals whose brains work, process, and respond to the world differently than the norm. Sometimes, a person may function so differently from others that it is both difficult and distressing to “fit in” and live life the way that others do. In these cases, the person may be diagnosed as having a disability.
This conception of disability may be different than what you are used to. When we think of disabilities, we sometimes picture those with physical disabilities. But neurodivergence is often an invisible disability, meaning the disability is not immediately apparent. When the terms neurodivergent and neurodiverse are used, they are typically referring to a specific type of invisible disability, known as a developmental disability, which includes conditions such as autism spectrum disorder (ASD) and attention-deficit/hyperactivity disorder (ADHD). These disabilities are said to be developmental because they tend to manifest during the developmental stages of a child’s life and continue to affect their ability to participate in spaces such as school and work.
While the field of education has made significant strides to be more accessible to those with developmental disabilities, the workplace is still far behind, often failing to understand, accept, and accommodate neurodivergent workers. Because the workplace is often inaccessible to them, neurodivergent individuals are forced to remain unemployed or work low-wage jobs. This is troubling for several reasons, the first being that work is a major source of identity and community for many adults. It is also the place where the average worker spends most of their time, and participation in the workforce is necessary to afford the basic costs of living.
How does neurodivergence affect one’s ability to function in the workplace? A few examples of the types of challenges that neurodivergent workers face include difficulty communicating with others, trouble handling sensory input, and issues managing time effectively. Managers, however, can play a significant role in making the workplace more accessible to neurodivergent workers by approving something called a reasonable accommodation. An accommodation is an adjustment—such as a change in management style or work setting—that helps the worker better complete a task or reach a goal. For example, a worker may have difficulty completing their tasks because they are constantly distracted and overwhelmed by their physical work environment. A reasonable accommodation may, therefore, include approving telework or allotting the worker their own private space.
Currently, the standard for accommodating neurodivergent workers involves the affected individual making alterations to or for themselves to better fit into the work environment. An emerging approach, however, considers ways we can restructure the environment to be accessible to those with a variety of disabilities. We already do this at some level for physical disabilities by ensuring that elevators, ramps, and automatic doors are present in buildings. This makes otherwise off-limits buildings usable by physically disabled people, but also makes life more convenient and efficient for everyone. This idea is known formally as “universal design.” Just as elevators and automatic doors benefit everyone, designing our workplaces in ways that are accessible to those with developmental disabilities makes the workplace better in general.
Ways to make the workplace more accessible:
- Keep universal design in mind any time you design an event, space, or organization.
- Educate yourself about neurodivergence.
- Speak out when you notice an inaccessible policy or space.
- Donate/volunteer for organizations that support the neurodivergence movement.
If you think you are experiencing issues related to neurodivergence, talk to your boss or supervisor, and consider reaching out to a licensed clinical psychologist. Finally, if you are a company, organization, or business interested in learning more about how you can better support your neurodivergent workers, please contact Tell Japan at [email protected] for inquiries on informational materials and presentations.