Workplace adaptations, support and guidance
Position Papers Toolkit
Workplace adaptations
Workplace adaptations for neurodivergent employees are changes or modifications made in the work environment to help these individuals work more effectively. They can include:
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Flexible Work Hours: Allowing neurodivergent employees to work during hours when they are most productive.
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Quiet Spaces: Providing quiet areas where employees can retreat to when they need to focus or when the office environment becomes overwhelming.
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Sensory Adjustments: Modifying the physical workspace to cater to sensory needs, such as adjusting lighting, reducing background noise, or providing noise-cancelling headphones.
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Clear Communication: Providing clear, concise instructions and avoiding jargon or ambiguous language can be helpful.
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Technology Aids: Using technology aids such as project management tools, reminder apps, or dictation software can also be beneficial.
These adaptations not only benefit neurodivergent employees but can also create a more inclusive and comfortable work environment for all employees.
An inclusive and diverse work environment is one that values and leverages the unique contributions of people with diverse backgrounds, experiences and perspectives.
Diversity refers to the way in which people differ from each other. A diverse workplace is made up of people with a wide variety of backgrounds at every level of the company, from entry-level roles all the way up to management.
Inclusion is about creating an environment where all individuals feel valued, respected, and have equal access to opportunities and resources. It’s about empowering people to be their authentic selves at work. Inclusion is what is needed to give diversity real impact and drive towards a word of work where all employees are empowered to thrive. Diversity and inclusion create a work environment where everyone, regardless of who they are or what they do for the company, feels equally involved in and supported in all areas of the workplace, This kind of environment not only fosters fairness and equity but also drives innovation, creativity, and competitiveness.
Neurodivergent employees in an adapted and inclusive work environment often feel more supported and valued. They appreciate workplaces that make an extra effort to recruit, retain, and nurture neurodivergent workers. Such environments can lead to increased diversity in skills, ways of thinking, and approaches to problem-solving.
Inclusive workplace cultures and reasonable accommodations can help neurodivergent employees feel more comfortable and less anxious. Improvements in visual, sensory, and auditory way finding across the workspace can help these employees better navigate the space.
However, it’s important to note that each neurodivergent individual is unique, and their experiences may vary. Therefore, continuous feedback and open communication are essential to ensure that the adaptations are meeting their needs.
Support
Supporting neurodivergent employees is important to realise optimal conditions for the work performance. The provision of support can differ from persons to persons, depending on the individual situation.
General support can be:
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HR professionals of the company can promote education and awareness of neurodiversity to all employees. Training managers can help them better understand neurodivergent employees needs and strengths, reduce stigma and misunderstandings, and create a more accepting and inclusive work environment.
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Review the accessibility of the Humans Resources systems for neurodivergent employees and consult with them.
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Take the time to learn about neurodiversity in general, build a safe and inclusive environment where people feel safe to share what makes them unique and are encouraged to ask for what can best support them at work.
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Human Resources professionals can create a supportive workplace for neurodivergent employees by promoting education and acceptance, offering workplace adjustments, and flexibility, and focussing on strengths and inclusion. By doing so, employers can create a more positive and productive workplace for all employees.
At individual level (job) coaching and/ or mentorship can be provided by the company to help preventing problems and solving problems.
Guidance
Employers can fulfil an important role in guiding neurodivergent persons. Attention points which are of importance are:
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Remove jargon from communication. Jargon can be difficult for neurodivergent employees.
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Modify policy documents. Neurodiversity need to have a place in the diverse and inclusion policy. It is important to share details about reasonable support. Providing reasonable support means that the company is willing to make arrangements with the employees to make sure that they can work.
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Look for cultural-add instead of cultural-fit. Cultural-fit and cultural-add are two different approaches for building a team that share values and beliefs. Cultural-fit is when you hire an employee who “fits” into the company culture. They share the same behaviours, values, beliefs, and interests are as everyone else who works in the company. The aim is to find employees who are as similar as possible to the existing workforce. Cultural-add is when you hire an employee who “adds” something different to the company culture. Instead of sharing the same values and beliefs as the rest of the workforce, a cultural-add brings fresh new ideas and perspectives to the organisation.
This help to promote a growth mindset in the company and challenges to see things from a different point of view. In essence while cultural-fit focuses on alignment and similarity, cultural-add values diversity and the unique contributions that each individual can bring.
These strategies can help companies not only capture the full potential of neurodivergent professionals but also better leverage the value of the overall workforce and create a better workplace for all. It is important to note that each neurodivergent individual is unique and the support they need may vary. Therefore, it is crucial to ascertain an employee’s individual needs and goals.