Understanding neurodiversity: how to create an inclusive workplace

Envision a workplace where diverse perspectives are not only recognised but celebrated, where individual strengths are optimised, and challenges are met with empathy and assistance. 

Embracing neurodiversity holds the key to forging such an environment. 

We talked to Cláudio Filipe Grilo Moreira, Bolt’s Technical Support Engineer, to explore this topic further. Beyond his technical prowess, Cláudio is a passionate advocate for neurodiversity awareness at Bolt, dedicating his time to educating colleagues and providing valuable resources to create a more welcoming and supportive work culture for all.

What is neurodiversity? 

Neurodiversity encompasses the natural range of differences in how our brains function and how we engage with the world. Some individuals, known as neurodivergent, experience these differences in ways that diverge from what’s considered “typical.” This doesn’t suggest a deficit; instead, it reflects a unique approach to thinking, learning, and processing information.

Here are some of the most common neurodiverse conditions:

• ADHD (Attention-deficit/hyperactivity disorder): Challenges to focus, hyperactivity and impulsivity. Individuals with ADHD can be highly creative. 
• Autism spectrum disorder (ASD): Impacts social interactions, intense interests and sensory sensitivities. Their unique way of thinking leads to new approaches, and they often excel in focused work, which requires attention to detail. 
• Dyslexia: Affects how a person reads, writes, and spells. Individuals with dyslexia see connections others may miss, come up with  unique solutions and have strong visual processing skills.
• Dyspraxia Impacts coordination skills, which can affect everyday tasks like writing and riding a bike. Employees with dyspraxia can be highly motivated, possess a strong visual memory, and have a keen eye for detail. 

Understanding neurodiversity and its impact on individuals helps us build an inclusive workplace where everyone’s strengths are valued, creating diverse and strong teams.

Throughout this article, we’ll examine the specific needs of neurodiverse employees and provide actionable strategies that celebrate and empower every mind. 

The benefits of neurodiversity in the workplace

Neurodiversity, recognising and celebrating neurological differences, is increasingly gaining attention in the workplace for its profound benefits. 

There’s a myriad of advantages a neurodiverse workforce brings to the table. The unique cognitive approaches of neurodiverse individuals often spark unconventional solutions to complex problems, fostering a culture of creativity and ingenuity.

Collaborative teams can be more effective when they comprise members with diverse strengths. Neurodivergent individuals bring unique perspectives and skills that enhance team performance and yield better outcomes. One of the critical advantages of having neurodiverse team members is their remarkable ability to focus on details and examine tasks closely. They can recognise patterns and identify details others may overlook, enabling the team to make more comprehensive and informed decisions.

Am I neurodivergent? 

The first step to understanding neurodiversity is recognising and acknowledging the unique ways each person thinks and learns. However, diagnoses of neurodivergence should be left to qualified professionals.

Here are points to consider:

• Seek professional assessment: Identifying neurodivergence requires input from trained professionals such as psychologists, psychiatrists, or neurodevelopmental specialists;
• Utilise assessment tools: Experts use standardised tests, interviews, and observations to evaluate cognitive functioning, behaviour, and social interactions;
• Avoid self-diagnosis: While self-awareness is valuable, relying solely on self-assessment can lead to misunderstanding and hinder access to support;
• Make the most of the professional help: Access tailored interventions, therapies, and resources for specific needs. Facilitate communication and understanding in personal and professional relationships;
• Ensure accurate identification: Professional evaluation ensures accurate recognition of neurodivergent traits and access to appropriate support.

“It’s important to be aware of our unique characteristics, but it’s equally important to seek professional evaluation and diagnosis to get the right support to excel in our personal and professional lives,” says Cláudio, “So instead of self-diagnosing, talk to a specialist.”

Neurodivergent challenges in the workplace

While neurodiversity was once perceived merely as a difference, we now acknowledge the distinct strength it contributes to the workplace. However, these valuable perspectives and ways of thinking can be overlooked in workplaces that are yet to embrace neurodiversity. 

Misconceptions

Without awareness of neurodiversity, managers and colleagues might misinterpret behaviours as laziness, disinterest, or rudeness. These negative perceptions can lead to some neurodivergent employees hiding their condition from employers.

“Take ADHD, for example,” Cláudio explains. ”The name is unbefitting to the actual condition. Attention deficit and hyperactive disorder is not an accurate name since people with ADHD don’t have deficits. It’s the opposite: they have too much attention on one thing and block out other things.”

These societal misconceptions and a lack of open communication can create daily challenges for neurodivergent employees. 

Social interactions

Workplace communication can be a bumpy road for neurodivergent people, but it has nothing to do with willingness or intelligence. Their brain’s wiring can simply mean that they can struggle to express ideas and thoughts clearly. For example, people with autism might fail to read social cues and communicate in a direct manner, which can sometimes appear blunt.

Naturally, public speaking can also be demanding. Elements of a good presentation, such as eye contact and improvising, don’t come naturally, leading to significant challenges.

Sensory overload 

The modern office layout, with an open design that embraces fluidity and collaboration, can feel like an attack on the senses for neurodivergent individuals. Background chatter, ringing phones, spontaneous social interactions, and harsh fluorescent lighting can cause sensory overload, impact focus, and lead to a frustrating work experience.

Time management

With deadlines, schedules, and meetings circling daily in the office, juggling priorities is always necessary. Many neurodivergent individuals find planning and prioritising tasks difficult within a traditional office setting, leading to missed deadlines or neglecting other priorities.

Specific work environments and inflexible 9-5 schedules can exacerbate these challenges.

Arrangements employers can make with neurodivergent workers  

Employers can support neurodivergent workers in various ways, but it’s important to remember that no situation is the same. Every employee has different needs. Therefore, it’s essential to communicate and understand where targeted support is needed. 

The following are general recommendations for neurodivergent needs.

Open communication

Workplace challenges faced by neurodivergent individuals commonly stem from a reluctance to share their condition for fear of discrimination or negative perceptions. 

This masking, where individuals camouflage their neurodivergent traits to fit societal norms, is a coping mechanism for navigating social situations. Still, it may lead to long-term consequences, such as complex post-traumatic stress disorder (CPTSD) or generalised anxiety. 

The psychological toll of masking underlines the importance of an environment that supports authenticity and celebrates neurodiversity. Open communication is the first step.

Block out the noise

Individuals with ADHD have a lower baseline of dopamine, which causes a decrease in electrical background activity in the brain. This can make focusing in noisy environments challenging.

Noise-cancelling headphones that block unimportant stimuli are the natural answer to this problem. These are a big help to many, but not everyone. To take the idea further, a white noise machine can help mask the distracting office noise and create a more focused environment for those who need it. 

Flexible work arrangements

As we mentioned, the hustle and bustle of the office isn’t best suited to the sensory needs of neurodivergent individuals. Thankfully, offices and working arrangements can be tweaked to get the best out of everyone. 

Permitting work from home and varied working hours are some flexible work arrangements that can be particularly useful. For some neurodivergent individuals, peak focus might occur in the early morning or late evening, making it difficult to be productive during standard working hours.

When being present in the office is necessary, quiet spaces provide a respite from the office noise and guarantee working without distraction.

Collaborate in different ways

Social interaction in the office can be challenging for neurodivergent individuals, but there are ways to make it less overwhelming.

Various online collaboration tools provide flexibility and give workers more room to express ideas and thoughts clearly. 

Leaders should also be mindful and respect individual preferences for social interaction. For instance, large group meetings can be overwhelming, so offer alternative communication methods, like one-on-one discussions or project management platforms, to those who need them.

Strategies for building an inclusive work culture

The best workplaces thrive on diversity, but simply having a diverse workforce isn’t enough. To unravel the benefits of a diverse team, leaders must build a culture where everyone feels valued and empowered to reach their potential.

At Bolt, cultivating a more inclusive workplace is a continuous effort rather than a quick fix. We’re committed to maximising the advantages of having a diverse team. Our leaders are incorporating diversity and inclusion into our company practices. We provide ongoing training for all employees to promote understanding and acceptance to shift the focus from weaknesses to strengths.

Open communication is key to our progress. We encourage employees to discuss their needs openly, whether addressing noise distractions, exploring flexible work arrangements, or respecting individual preferences for social interactions. Creating a safe space for dialogue ensures that everyone’s voice is heard.

Employee resource groups, like the Slack channel initiated by Cláudio, provide additional ways to connect and support. Anonymous feedback channels are also available for those hesitant to raise concerns openly.

Leaders should recognise the strengths of neurodivergent workers. For example, individuals with ADHD have strengths that can benefit a team facing a difficult task. Their ability to hyper-focus can help solve complex problems, and their out-of-the-box thinking can generate new ideas. 

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