Empowering Neurodivergent Employees: A Guide to Workplace Accommodations

The neurodiversity movement emphasises that variations in brain function and neurocognitive processing are natural, rather than pathological.?

This perspective acknowledges that people with ADHD, autism, dyslexia, dyspraxia, and other neurological differences can bring valuable strengths and perspectives to the workplace.

However, traditional work environments can often present challenges for neurodivergent employees.?

By implementing appropriate accommodations, employers can create a more inclusive and supportive work environment that empowers all employees to thrive.

Understanding Neurodiversity and Accommodation Needs

Neurodivergence can affect information processing, social interaction, and sensory sensitivities in various ways.?

We’ve created a breakdown of common accommodation requests by type of neurodivergence, along with research to support their effectiveness:

Attention Deficit Hyperactivity Disorder (ADHD)

Work environment:?

Studies have shown that a quiet workspace with minimal distractions can significantly improve concentration for employees with ADHD [Source: Journal of Attention Disorders, 2010]. Some people may prefer controlled sound, which could mean being allowed to listen to music/ calming sounds while working.

If an entirely quiet space isn't feasible, employers can consider providing noise-canceling headphones or designated quiet areas within the office.

Workload management:?

Chunking complex tasks into smaller, more manageable steps with clear deadlines has been shown to be an effective strategy for improving focus and reducing procrastination in individuals with ADHD [Source: Effective Interventions to Address Attention Deficit Hyperactivity Disorder, 2011].?

For instance, a project manager could break down a large project into a sequence of weekly deliverables with clear milestones.

Communication:?

Providing written instructions alongside verbal ones and allowing extra time to complete tasks can be extremely helpful for employees with ADHD.?

The National Institute of Mental Health (NIMH) recommends these strategies for improving communication with someone who has ADHD [Source: National Institute of Mental Health, 2023]. ?

For example, following up on important conversations with an email summarising key points and deadlines can be beneficial.

Autism Spectrum Disorder (ASD)

Sensory sensitivities:?

According to a 2019 study published in the journal Autism Research, autistic individuals are more likely to experience sensory sensitivities.?

Offering noise-canceling headphones, flexible lighting options, and a designated quiet space can all help to reduce sensory overload and create a more comfortable work environment.?

For instance, an employer could allow an employee with light sensitivity to use a filter on their computer screen or request natural light near their workspace.

Social interaction:?

Providing clear communication guidelines and social scripts for common workplace interactions, such as meetings or presentations, can ease anxiety and help autistic employees navigate social situations more confidently [Source: Autism at Work Toolkit, 2022].? Also, not having the expectation to socialise during lunch or after work hours.

Social scripts can include step-by-step instructions on how to greet colleagues, participate in meetings, or ask for clarification.

Creating a culture of acceptance of peoples differing communication styles and preferences is key. This can be achieved by companies providing education to leaders and managers, making them aware of how autism can be presented and what some typical communication preferences could be to better prepare them and to make sure they have an understanding of how best to support individuals.

Schedule predictability:?

A consistent work schedule can help to manage stress and anxiety for autistic individuals. The predictability of a set routine allows for better planning and reduces the need for last-minute adjustments, which can be disruptive. ?

For example, if possible, employers can avoid making frequent changes to an autistic employee's work schedule.

Dyslexia

Communication:?

Using screen reader software or providing transcripts of meetings and video calls can improve information processing for employees with dyslexia.?

Text-to-speech software can also be helpful for reviewing written documents.

Presentation:?

Sans-serif fonts are generally easier to read for people with dyslexia, so using these fonts in documents and presentations can be beneficial [Source: British Dyslexia Association, 2021].?

Allowing extra time for reading tasks can also help to reduce stress and improve comprehension.

Technology:?

Grammar and spell-checking software can aid with written communication for employees with dyslexia - Grammerly is one software that has been found to be useful.?

These tools can help to identify and correct errors, improving the accuracy and professionalism of written work.?

Assistive technology like voice recognition software can also be helpful for composing emails or reports.

There is also the option on most computers to adjust the screen colour which has been shown to help with reading information; additionally, screen overlays are very useful for this too.

Dyspraxia

Ergonomics:?

An ergonomic workstation that promotes proper posture and reduces physical strain can improve comfort and focus for employees with dyspraxia.?

This may include an adjustable chair, wrist rests, and a keyboard with a comfortable key layout.

Assistive technology:?

Voice recognition software can be helpful for tasks like writing emails or reports for employees with dyspraxia. This can help to reduce fatigue and improve productivity.

Organisation:?

Providing clear labels and organisational tools can help employees with dyspraxia manage physical clutter and stay on top of their tasks. This may include colour-coded folders, planners, and whiteboards.

Beyond the Physical Workspace: Flexible Work Arrangements

This article has primarily focused on accommodations within the physical workspace.?

However, there are broader considerations that can significantly improve your work experience.?

Here are some examples of flexible work arrangements that can be beneficial for many neurodivergence types:

Flexible work schedules: ?

A traditional 9-to-5 schedule may not be ideal for everyone.? If your role allows it, consider proposing a flexible schedule that works better for you. You could also discuss additional breaks? with your employer.?

This could involve starting or ending your workday later, or splitting your workday into multiple segments.

Remote work options: ?

For some neurodivergent individuals, a quieter and less stimulating home office environment can be more conducive to focus and productivity. ?

If your job duties can be fulfilled remotely, discuss the possibility of remote work arrangements with your employer.

Compressed workweeks: ?

A compressed workweek allows you to complete your regular workload in fewer days by working longer hours.?

This can free up additional days for personal time or errands, reducing overall stress.

These are just a few examples, and the specific accommodations you request will depend on your individual needs and job requirements.?

The key is to have an open conversation with your employer and explore creative solutions that can benefit both you and your employer.

Creating a Culture of Accessibility

It's important to remember that every individual's needs are unique, and what works for one person may not work for another. An open and honest conversation with your employer is key to finding accommodations that meet your specific needs.?

The Job Accommodation Network (JAN) is a great resource for finding more information about specific accommodations and how to request them in the workplace [Source: Job Accommodation Network (JAN), https://askjan.org/ ].

Empowering Yourself: Advocating for Your Needs

While understanding your legal rights is important, this article emphasises the power of self-advocacy in securing the accommodations you need to thrive in the workplace. ?

Being your own advocate means clearly communicating your needs to your employer and working collaboratively to find solutions.

Here are some organisations with great resources to help you with self-advocacy:

Communication Skills: ?

The National Institute on Deafness and Other Communication Disorders (NIDCD) offers resources and workshops on communication strategies for various situations.

Navigating Workplace Conversations: ?

The Job Accommodation Network (JAN) provides guidance on approaching your employer about requesting accommodations, including conversation starters and templates [Source: Job Accommodation Network (JAN), https://askjan.org/ ]

Self-advocacy is a skill that can be developed and strengthened over time. By investing in resources and practicing communication techniques, you'll feel more confident advocating for yourself in the workplace.

For additional support, Think Inclusive is an organisation that has compiled over 250 original pieces that are designed to help support the neurodiverse community in any environment from; Education and Work to Healthcare and Employment Support.

Conclusion

By embracing neurodiversity and implementing appropriate accommodations, businesses can unlock the full potential of a diverse workforce. ?

A more inclusive workplace fosters creativity, innovation, and a strong sense of belonging for all employees.