Neurodiversity in the Workplace: How to Foster an Environment of Acceptance and Support

Neurodiversity in the Workplace: How to Foster an Environment of Acceptance and Support

Rewriting the narrative from the perspective of a neurodivergent employee with Tourette Syndrome, ADHD and Anxiety.

By Manisha Manoharan

"People are disabled by barriers in society, not by their impairment or difference." -?Social Model of Disability

If there is one thing that I have learnt in the last 30-odd years of my existence, it is that every brain is unique, from its physical to neurological makeup. And we all know that it’s the nature of our brain functions that determine our lives.

And if the brain is unique for everyone, doesn’t it make each one of us unique as a person?

So then, why do most people strive towards being “normal”?

Does the concept of normalcy even exist or is it merely an illusion?

To answer these questions, I would like to invite you into the world of Neurodivergence where the facades of normalcy are broken, and every brain and its owner are celebrated for their uniqueness.

Neurodivergence is a term used for people with brains that function differently from what is perceived as typical and thereby, experience and interact in life differently. It encompasses a range of conditions, including ADHD, autism, dyslexia, Tourette syndrome, and many others, and is an integral part of human diversity.

Since we live in what is referred to as a neurotypical world, it can be quite challenging for neurodivergent individuals to navigate through it and live a quality life as this world expects everyone to be neuro-normal.

As a neurodivergent woman in her early thirties, I am going to take this opportunity to talk to you about something that will help neurodivergent folks navigate their work lives, a tad better – creating a workplace environment where you feel supported and accepted for who you truly are.

But why just talk about the workplace environment?

Well, because it wasn’t long ago that I discovered and began identifying myself as neurodivergent with Tourette Syndrome, ADHD, Anxiety and potentially being on the autistic spectrum.

And I am still in the process of understanding myself better and figuring out what works and doesn’t work for me in life.

After multiple failed attempts at a rewarding career, I now have been finally able to somewhat decode what I need from my workplace and employers for me to do my best. I have realised that the work environment is equally important as the job role, especially for a neurodivergent brain.

Since most of us spend a good deal of our time and life at work, it made more sense to write about how you can help foster an inclusive environment for neurodivergent individuals like me to feel supported and accepted. And once I understand the other facets of a neurodivergent life better, maybe I shall write about them too.

Also, if you are someone like me, I hope this article helps you understand yourself a bit more and gives you the confidence to ask for the right environment in your workplace to access your full potential.

But before that, let me quickly give you an insight into my personal journey of discovering my neurodivergence and how I came to realise the importance of having a nurturing work environment.

Growing up in India, I was infamously known as the girl who constantly winked at everyone and thrust her chest forward, every other minute, to “gain attention”. ?

Albeit being one of the top performers in school and my consequent places of work, my inability to be consistent in staying organised and sustaining extracurricular activities has always been a challenge. So has my ability to achieve targets and meet deadlines at work. ?

Since my nervous system would disengage a lot, it became difficult to appear interested and stay focused while talking or listening to people. Moreover, managing friendships, participating in social interactions, and regulating my emotions became yet another nightmare. These were misconstrued as “arrogance” or “apathy” on my behalf.

After a lifetime of drawing undesirable attention to myself and an apparent embarrassment to my family, I was subjected to innumerable tests, medication, and a dangerously failed attempt at taking my own life at the age of twenty-four. Eventually, I was diagnosed with Tourette syndrome and a concoction of depression and anxiety disorder.

For the uninitiated, Tourette syndrome is a neurodevelopment disorder, the cause of which is yet to be fully understood, and is characterised by sudden and repeated twitches, movements or sounds. And it sometimes has co-occurring conditions such as ADHD, OCD, autism, depression, eating disorders, and anxiety.

The painful reality for me was that in a country like India, the social setup that I had to thrive in was not accommodating of people like me. (This isn’t a generalisation and is purely based on the subjective experience of my life in India. I love my motherland, her people, and her culture, and I will always be a proud Indian).?

It did not matter that I was exceptionally creative, good at problem-solving, resilient, funny, empathetic, and loving. Hiding my symptoms from my family, and people around me, especially from prospective employers and co-workers, seemed like the only sensible thing to do.

I did that because I did not want to attract undesirable attention, be ostracised or inconvenience the people around me. I did not want to be perceived as weak or disabled. I just wanted to fit in – with my family, friends, and at work.

And the more I did that, the more I was masking my authentic self and lost touch with who I truly was, because of which I began seeing myself as an abomination that could neither be accepted nor loved for the person who she truly was.

This eventually led me to a massive burnout and breakdown in every social situation in life, every single time, especially at my workplace. ?From being one of the best employees and team leaders, I would then become the employee who put down her papers overnight, all the while believing that something was wrong with me.

And at 31, it took me one failed marriage; moving to the UK to pursue an exhausting Masters’s degree in Psychology; countless mental breakdowns; occasional bankruptcy; umpteen part-time jobs; an invaluable support system of my parents and friends; learning how to breathe freely; and an enlightening talk with the disability counsellor in my alma mater - 英国诺丁汉特伦特大学 , to understand that there was nothing wrong with me.

I was not the abomination that I believed to be my whole life. I was just different.

Tourette syndrome was just a disability that made me neurodivergent. And to me, it wasn’t a disability merely because of my neuro-psychological impairment or difference that constantly left me in excruciating pain, but because of society’s inability to accept and accommodate my needs.

Being fortunate enough to work with more accepting employers in the UK, I gradually learned to own my neurodivergence and muster the courage to talk about it openly.

The more I understood my neurodivergence and what I needed to thrive in my workplace, it felt like a million scattered pieces of a jigsaw puzzle fell into place to form a bigger picture.

I found the strength to show up as my authentic self and talk boldly about my disabilities and neurodivergence once I bagged the role of Content Manager at Link Integrated Security Solutions Limited .

And how did that happen?

Well, it was because my organisation came together to make me feel included and accepted, and encouraged me to be vocal about what I needed to have a nurturing environment to work in.

Both Link Integrated and I learned a lot about creating a supportive work environment for neurodivergence in that process, and here are our top 10 lessons for you:

1.??Neurodivergence is not an abnormality.

As an organisation, you need to understand that “normal” is an illusion. Allow yourself to lift the veil of your ignorance to educate yourself on neurodivergence. Humanity is all about accepting each other for who they are. Your business will thrive better when you become more humane. Create awareness of neurodivergence within your organisation and train your employees on how to jointly create an accepting environment for everyone.

?2.??Terms related to neurodivergence such as “ADHD”, “autistic”, etc. are not to be thrown around casually in a joke or taunt.??

Not everyone who displays characteristics of neurodivergence is so. Using these terms in a derogatory fashion is insensitive and invalidates the experience of neurodivergent individuals.

?3.??Neurodivergent individuals can have challenges with their social skills and emotional regulation.

If your neurodivergent co-worker or employee is having difficulty expressing their emotions or is expressing them in an intense fashion in a social setting, telling them “get over it”; “don’t overthink it”; “you are overreacting”; or “cheer up and be positive” isn’t going to help. It will only aggravate their stress and anxiety and make it harder for them to regulate their emotions. ?

The best form of support you can offer is to help create a safe space to express their emotions and be there for them if needed while they regulate their emotions themselves.

Some neurodivergent people struggle with a positive self-image and confidence. If you can’t help with making the process of loving themselves any easier, then please don’t make it harder for them. Being kind never hurt anyone.

?4.??Sensory overload is very real in neurodivergence.

Certain sensory stimuli such as constant banter, loud and aggressive arguments in the workplace, name-calling, strong perfumes, bright lights, etc. can be overwhelming for some neurodivergent individuals, which can trigger emotional responses that may be difficult to regulate.

Giving your neurodivergent employees or co-workers access to a calmer and less noisy work environment can be of immense help to them. Options to work from home, or use noise-cancelling headphones at the workplace will help them focus better on their work.

When hiring, ensure that in the job advert and interview you use simple and clear language to describe the job description and other necessary details. Communication can be a challenge for some neurodivergent individuals and can cause sensory overload.

Occasionally because of sensory overload or poor emotional regulation, some neurodivergent individuals can emotionally dissociate from their surroundings without their own knowledge because their nervous system disengages.

And when that happens, they may seem aloof, silent or uninterested to converse with you. Remember, it isn’t always personal. They just have no control over it at times. Give them the time and space they need to regulate themselves into feeling connected again.

?5.??Be a leader and not just their boss.

One of the best methods to gain the trust of your neurodivergent employee is to not enforce your thoughts and opinions on them. That doesn’t mean you shouldn’t have a say in what they do.

Neurodivergent individuals respond well to authentic relationships where they feel safe, nurtured, valued, and seen. They are mostly good problem-solvers and are highly creative. Allowing them to access and use those skills can benefit you more as a business.

It is all about learning to strike a balance between knowing when to put your foot down and when to be an understanding leader to whom they can look up.

6.??Dealing with change is harder than you think it is.

Change isn’t easy for anyone. It’s much harder for neurodivergent folks than for neurotypical ones. So, if your organisation is introducing a change in the way things are functioning, allow them the time and space to catch up, mentoring them where necessary. Once they understand how things work then, they are sure to excel at it.

?7.??Meeting deadlines is a real challenge for many.

When your neurodivergent employee or co-worker is struggling to meet deadlines, talk to them about it to understand what would help them to do better. If it is procrastination because of anxiety and sensory overload associated with that task, help them break it down into smaller achievable tasks till they can finish all of it in time. Ensure that there is structure to every task you assign them, with simple and easy-to-understand instructions.

?8.??Not all neurodivergent people have a formal diagnosis.

If your employee or co-worker doesn’t have a formal diagnosis of their neurodivergence but identifies as or exhibits characteristics of the same, consider them as neurodivergent and make the necessary accommodations needed for them to feel included, accepted and supported instead of forcing them to obtain a formal diagnosis. Getting a formal diagnosis is and should always be the choice of that individual.

?Moreover, not all neurodivergent people with the same condition necessarily have the same symptoms. This is especially true in many neurodivergent women going undiagnosed or misdiagnosed because the diagnostic stereotypes of neurodivergence available are mostly based on symptoms and characteristics exhibited by the male gender.

Just because you cannot see gravity, doesn’t mean it doesn’t exist. Regardless of whether someone identifying as neurodivergent exhibits the classic traits of the same or not, it is important to respect their experience and not try to invalidate it. What may seem unreal to you, may be very real to that person.

?9.??Neurodivergent motivation is not reward-based.

You read that right. Rewards don’t motivate neurodivergent people. Rather, interest does. If you wish to maximise the potential of your neurodivergent employees, don’t dangle the rewards in front of them but find ways to help them make their work feel interesting and engaging to them. Then reward them if necessary for their efforts, to show your appreciation.

10.??????????????Therapy or coaching can be helpful.

Taking the help of a neurodivergence coach or therapist to help ease the transition of neurodivergent employees into your organisation can be quite helpful in understanding them better and working together to create a nurturing work environment.

Offering your support to neurodivergent employees, who are seeking therapy outside of work, by granting them flexible work schedules to accommodate their therapy sessions can also be extremely helpful.

I still reminisce about my first day at Link Integrated. After a lot of thought, I informed my co-workers and my employer about my neurodivergence. Their receptive nature was what won my confidence in the organisation. Not once has someone there given me a judgemental or sympathetic look every time my body breaks into tics or when I display signs of anxiety.

Rather, I have only seen kindness, support, acceptance, and appreciation in their eyes for me, for being my authentic self. This has reinstated my belief in the goodness of people and makes me hope for a world where every individual is celebrated for their uniqueness.

This isn’t just an article of praise but a testimony of gratitude to the nurturing environment I was gifted by them – where I learned how a workplace can be created to foster support, acceptance and growth of a neurodivergent individual like me, and why it is important for me to communicate clearly on what I needed from them for the same.

I believe in the ripple effect of the universe, and I also believe that it is your turn now to help create such an environment for your people at work. The minor changes you bring in can transform the lives of millions and their generations to come.

Together, let us bring down the barriers and inadequacy of society to accommodate the needs of neurodivergent people and show the world that they make it more beautiful, and empower them to show up as their authentic selves in their lives and at work.

Cheers!

Happy Neurodivergence Celebration Week!

#neurodiversitycelebrationweek #employeeexperience #neurodiversity #securityindustry

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