There are two brain operating types in any workplace. Neurotypical and Neurodivergent. Most workplaces are built around neurotypical policies and practices which can alienate any neurodivergent staff.
Neurodivergence includes ADHD, Autism, Dyslexia, Dyspraxia, Dyscalculia and Dysgraphia – in any combination. Everyone’s experience will be unique and individual to them. So will the adjustments they need.
But here’s the thing. Most adjustments for neurodivergent staff benefit those who are neurotypical to. When was the last time you happily read a 10 page policy? Me neither! This is a simple example of what can be introduced into most workplaces to make them ‘brain inclusive’ for all staff.
There are a number of reasons why people don’t disclose their neurodivergence to their line managers including:
- Their perception tells them it isn’t worth the risk
- Once shared, they can’t ‘unshare’
- What will happen next is unknown
- There may be no neurodiversity training for managers at work*
- Training for colleagues on how to be an ally may not be in place*
- Finding the words to explain their neurodivergence can be hard – especially if they are still on the waiting list for an assessment
- They’ve ‘masked’ from childhood and don’t know how to reach out as adults
The big risk for workplaces – is judging the symptoms you see as behaviours can land you at an employment tribunal. Compensation for disability discrimination is uncapped. An assessment does not have to be in place before an employer’s legal responsibilities kick in (Pipe vs Coventry University).
But, it doesn’t have to be this way. There are things workplaces can do simply, cost effectively which will enhance all staff:
- Seek out specialist training for your managers to be aware of what neurodivergence is, how it might show up in the work place – what might they see, how to start conversations, explore adjustments that could be considered, legal responsibility etc*
- Implement training for non-managers on how to be an ally to neurodivergent colleagues*
- Be aware behaviours seen, may not be due to attitude but symptoms – lead with empathy not pre-judgement
- Encourage discussion for the entire team especially around language used. ADHDers have upto 30% delay in their executive functions, meaning key areas can be impacted – Self Awareness, Problem Solving, Impulsivity, Motivation, Memory and Emotional Regulation. Requesting a ‘quick chat’ without any advance warning or context can send someone into complete meltdown.
*I deliver 1 hour virtual workshops for Managers and Non Managers complete with an e-book for onward reflection. As an ADHD Coach, I help your staff members who are assessed or believe they are neurodivergent, identify how they are impacted and learn some actionable tools to tame this. Providing this 1:1 Coaching for your staff members can be part of your reasonable adjustments and enable people to start thriving not just surviving.
So, has your workplace done everything possible to avoid the risk of long term sickness, loss of talent, potential challenge at ET, disruption to teams and therefore productivity?