The Future of Work and Neurodiversity

Happy World Autism Acceptance Week!  

Autism Acceptance Week aims to promote a better understanding of autism and its impact on the individuals' lives. In support of this, Jade Bliss, Product Owner for RICOH Spaces, shares her thoughts on how the future of work holds great potential for neurodiverse individuals, including her two-year-old nephew Charlie, who is on the autism spectrum. 

The Future of Work and Neurodiversity

“Neurodiverse people are more likely to be unemployed than people with any other disability. Unemployment for neurodivergent adults runs at least as high as 30-40% which is three times the rate for people with disability, and eight times the rate for people without disabilities”. (my disability jobs.co.uk )

The future of work is constantly evolving, marked by continuous innovation, new technologies and shifting perceptions of work and employment. Essentially, it's all about fulfilling the needs of employees and businesses alike through a work environment that is more flexible, productive and fulfilling. 

When I envision the future of work, I can't help but think of the younger generation, particularly my two-year-old nephew who has autism. I am hopeful and optimistic about the opportunities that await him in a world that is becoming increasingly inclusive and welcoming of diversity.  

Neurodivergence 

You may not have heard of all the different types of neurodiverse conditions, but chances are you are familiar with some such as ADHD, Autism, Dyspraxia, and Dyslexia which all fall within the spectrum of “Neurodiversity”.  

Neuro-differences are recognised and appreciated as a social category similar to differences in ethnicity, sexual orientation, gender, or ability.  

Flexible Working 

55% of employees are high performers when provided radical flexibility over where, when and with whom they work versus 36% of those working 9 to 5 in the office. (Gartner) 

Research shows that flexible working is here to stay. This can be particularly beneficial for neurodivergent individuals, as it can provide them with the support and accommodations they need to succeed in the workplace. Here’s how: 

- Managing Sensory Overload 

Neurodivergent individuals may find it challenging to work in conventional office settings, which often have bright lights, open floor plans, and background noise that can be overwhelming due to their sensory sensitivities. 

To support these employees, employers can provide flexible work options such as remote work or the option to work in a calm and quiet space. Additionally, companies can create sensory-friendly workplaces by implementing features like dim lighting and noise-cancelling headphones. 

- Reducing Social Pressures 

Neurodiverse individuals may experience anxiety and stress from the expectation to conform to social norms and perform like neurotypical individuals. Flexible work can alleviate the pressure of social interactions and commuting, leading to more confident and motivated employees who are better equipped to succeed in their roles. 

- Maximising Productivity 

For neurodiverse individuals, productivity levels can fluctuate significantly throughout the day, with both high and low periods. By permitting employees to work during their peak performance times, even outside of traditional working hours, businesses can help them achieve greater efficiency, creativity, and job satisfaction. 

- Improving Work/Life Balance 

Neurodivergent individuals may face more burnout and fatigue due to their unique cognitive and sensory processing. By offering them the flexibility to recharge and take breaks as needed, employers can empower these employees to manage their energy levels effectively. 

- Advancing Workplace Technology 

Technology continues to provide alternative forms of education and training that are more flexible and accessible for neurodiverse individuals. Virtual reality brings a new era of learning and development, with the opportunity to provide a safe and engaging environment for individuals to improve social, cognitive, and emotional regulation. 

For example, imagine the potential of a simulated environment where individuals with social anxiety can practise and improve their communication and social interaction. 

“15% to 20% of the population is considered to be neurodiverse. Studies found that neurodiverse teams are 30% more productive than neurotypical ones and made fewer errors.” (disability jobs.co.uk)

Summary 

Ultimately, we are entering an era that is focused on the human experience. Organisations which prioritise the needs and well-being of their employees will be better equipped to navigate the challenges and opportunities of the constantly evolving workplace. 

Companies that embrace neurodiverse individuals reap the rewards of different sets of perspectives, experiences and skills which often result in unconventional approaches to problem-solving, leading to increased innovation and creativity. Personally, I am thrilled to envision a future that not only accommodates individuals like my nephew but also provides an environment for them to truly flourish.