Neurodiversity 101:Stress awareness -makes sense from a business perspective and also for each of us.

Stress Awareness Day in 2024 is today. The theme for 2024 is "Campaigning to Reduce Stress and Improve Wellbeing".?

What is stress?

“the adverse reaction people have to excessive pressures or other demands placed on them” (Health and Safety Executive) (HSE)

Work related stress develops because a person is unable to cope with the demands being placed on them.

Stress is not always bad!

Low stress can lead to feelings of boredom, or not being fulfilled personally or professionally. This can be related to work that is not challenging for the individual or not having enough work to do.

High stress can be a feeling like life is out of control, and one can feel anxious, or under extreme pressure. This can be related to being given too much work to do; or not being able to meet deadlines for example.

Some stress can be making the employee feel energised and motivated to work. However, if it becomes too great these changes can become overwhelming.

How do we identify the causes of stress and pressure?

?The capacity to cope can vary from person to person and external and internal factors can act as a ‘tipping point’ for coping (or not) including both life and work challenges.

Some people can cope with more adversity and challenges. Additionally, others may have a disability that challenges them every day, either because the environment limits their access e.g. someone with a physical disability may not have access to a building, or someone else with a reading difficulty may not be able to read a document.

Some of us are better with dealing with pressure or have developed lifestyle approaches that allows for time to themselves, time to relax, or to take some exercise which allows them to feel more in control. Others may have a good support system around them such as friends and family.

Understanding the capacity to cope - and what may cause changes

?Not everything in your life has the same impact. Death of someone close can be the most stressful and painful time for most of us. Losing your car keys, when needing to get to work is a short term and different type of stress. However, recognising that all these factors both big and small can become cumulative is important to notice.

If you consider that we have a certain capacity- such as how much you can fill a bucket or a bath! Different events in your life fill this space up. Major events act as ‘gushes’ and fill the space up considerably and may make it more obvious that you are not coping at this time.

Other events may not appear to be as ‘serious’, and more everyday events that happen but can still be cumulative in their effect. By recognising the different events that are happening short ant longer term it can provide a guide to if and when, the bucket or bath could ‘overflow’ and result in symptoms and signs of stress.

See bucket at the top of the page..?

Drips =??? ?? today events?????

?????????????????? Lose a key, catch a cold, stay late at work, can’t find somewhere to park

Dribbles = ?????????? everyday life occurrences?????

?????????????????? Sickness, work related, home concerns

Gushes = ?? major life events???

???? ????????????? Death, divorce, marriage, moving house

Here are some initial guidelines to help have a strategic approach in organisations as well as a person-centred one.

Benchmarking

Benchmarking current practices to identify areas of improvement can be a useful starting point and a means of measuring change. HSE has proposes a 5-step risk audit to do this.?

?????? Have clear supportive and proactive policies promoting the wellbeing of all employees

o?? Information should be able to be easily found on your intranet and/or internet and in accessible formats.

?????? Policy and practices to include recruitment, interview, training, and development.

o?? Lone working - consider those workers that are not connected to a team.

o?? ?Ensure there is a ‘return to work’ policy.

?????? Promote a culture of participation, equality and fairness that is based on open communication and inclusion.

o?? Undertake regular employee engagement activities.

o?? Measure and understand patterns and levels of sickness absence, staff turnover and track the reasons for it (e.g. from exit interviews and employee engagement surveys).

?????? Ensure managers and staff have some basic knowledge of common mental health conditions, in order to be able to recognise some of the signs so they can signpost and can manage an emergency situation in themselves or others. This reduces the risk of discrimination related to mental health problems.

Workplace suggested adjustments for the individual

?“The chains of habit are too small to be felt until they are too strong to be broken”

???????? Samuel Johnson

Gathering information if there is concern with an employee

If someone has a concern and wishes to discuss this, consider whether they should speak to their line manager or if you have HR whether they feel more comfortable discussing it with them first.

A one-to-one discussion may include the following:

·????? Discuss if there are specific home and work issues.

·????? Is there a bullying or harassment issue that needs to be addressed?

·????? Explore if the individual has any specific training needs?

·????? Is there a need to refer for an Access to Work assessment?

·????? Are there challenges with colleagues or a line manager that need to be resolved?

·????? Are there parts of the job that have a health or safety risk that needs to be considered e.g. cause pain, eye strain or back pain?

·????? Is there a need for additional expert guidance e.g. referral to occupational health or to the GP?

·????? Are there any substances or alcohol issues that need to expert help?

The Line Manager role

Your management style should aim to encourage participation and sharing by:

o?? Providing constructive feedback.

o?? Acting as a role model.

o?? Treating others with respect and asks others about their wellbeing.

o?? Staying calm and consistent in approach

o?? Offering where appropriate mentoring and coaching.

o?? Providing training opportunities if there are skills gaps.

o?? Offering regular opportunities for review.

o?? Taking on board personal criticism.

o?? Respecting confidentiality.

o?? Understanding others work-life balance.

o?? Taking problems seriously and acts with speed and efficiency.

o?? Delegating work fairly.

o?? Giving clear direction to the team.

o?? Dealing with conflict objectively and promptly to reduce escalation of issues or arguments.

o?? Addressing bullying or harassment.

o?? Is available to talk face- to- face and offers this where possible.

Providing some support for an employee

·? Changing habits can be hard and difficult to get started. Small changes can accumulate and create a feeling of control and allow for further reflection and further change.

·? Ask the individual what works for them - they are usually ‘experts’ in their own condition.

·? Discuss home and work setting sensitively and see if there is a ‘tipping point’.

·? Consider reducing the volume of work temporarily, if the individual is starting not to be able to cope with increased pressure.

·? Consider where possible, alternative hours be set e.g. not having to travel in at peak time, if this is an issue.

·? Have a clear appraisal and review process.

·? Discuss whether the job has changed and if there are new training needs, even if someone has been in post a long time.

·? Consider whether deadlines set are reasonable.

·? Allocate a buddy or work mentor but ensure appropriately trained.

Return to work

·????? If the employee is off with stress or mental health challenges, stay in contact so they feel heard and supported.

·????? Try to have an open and honest discussion about return to work if the employee has been off sick.

·????? Discuss a staying well plan, if this potentially could reoccur - this allows you to recognise if the individual is becoming ill and what the early signs may be.

·????? Discuss a phased return to work- could they work at home part of the week?

Leave and working hours

·????? Discuss use of paid or unpaid leave for hospital or GP appointments.

·????? Discuss how leave could be planned at set times rather than in bigger blocks.

·????? Consider flexible hours e.g. missing peak travel times, regular hours avoiding shift changes.

·????? Discuss the need for extended breaks to cope with workload and to have time to rest.

Suggested adjustments for individuals for home life

·????? Managing time and being organised will help to see what needs to be done and what can wait. Start by making a list of actions. Decide what is urgent and what can wait.

·????? Being mentally and physically prepared for times of stress e.g. maintaining correct weight, eating healthily, sleeping adequately.

·????? Finding time for you and delegating tasks to others can create space to take up a hobby, read a few pages of a book, go for a 10-minute walk. Change does not have to be big to have a big effect.

·????? Regular exercise can also encourage better sleep patterns and can allow you to cope better with the day.

·????? Reducing alcohol consumption can help sleep as well.

·????? Sharing concerns can assist in talking through actions.

·????? Time to relax is important as time to do. This can be using techniques such as Mindfulness or learning breathing exercises or doing exercise and meditational approaches such as yoga. Most relaxation techniques need to be practised and so discuss the need to not to give up the first time you try it and decide’ it’s not for me!’

Blog author

I am Amanda Kirby, I am the founder of Do-IT Solutions a tech-for-good company that delivers thought provoking consultancy and neuroinclusive guidance and training. We have developed cutting edge web-based screening tools that have helped 10s of 1000s of people. We strive to deliver person-centered solutions relating to neurodiversity and wellbeing.

This week we have had an amazing week and are now excitingly partnered with Lexxic.

I am a mixed bag of experiences and skills, an odd ball... and have 25+ years of working in the field of neurodiversity.

I am a medical doctor, Professor, and have a Ph.D. in the field of neurodiversity; parent and grandparent to neurodivergent wonderful kids and am neurodivergent myself.

Theo Smith and I wrote the UK award-winning book?Neurodiversity at Work Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce and we have another one on ND and Parenting coming out in 2025.