Nourishing Neurodiversity in the workplace

Neurodiversity in the workplace is a great buzzword at the moment, but it fails to explain exactly what is meant by 'in the workplace'. In theory, it is a concept that recognizes and values the unique strengths and perspectives that individuals with neurological differences bring to the table. From a corporate perspective, that is all good and well, but what about the reality of it 'on the ground' for employees? What's it like to be the person who is neurodivergent? What is it like for the neurotypical employees who probably have minimal understanding of the various forms of neurodivergence? Are they even aware of 'invisibile' conditions? Furthermore, what about the increasing number of adults who are being diagnosed with, for example, autism, later in life? If even they did not know about it, how can their colleagues even begin to understand their needs, or their employers understand what 'reasonable adjustments' need to be made? We are in the very early stages of understanding what neurodiversity is, what it means and how it plays out in the workplace.

From autism and ADHD to dyslexia and Tourette syndrome, neurodiversity encompasses a wide range of conditions that affect how individuals think, learn, and interact with others. These conditons are only recenty coming to the fore and there is a lot of focus on children who are neurodivergent, but little support for adults who have spent most of their live 'masking' and wondering why they struggle to 'fit in' or why they feel so utterly exhausted by the end of the working day, or why they struggle to focus or sit still during meetings.

In recent years, there has been a growing recognition of the benefits of neurodiversity in the workplace, but it is still the case that around 80% of autistic people are unemployed.

In this article, I want to look at the value of neurodiversity in the workplace for the employer and the individual, and also tap into the benefits of functional medicine for neurodivergent adults in helping them to cope more easilly in the working environment.

Embracing neurodiversity fosters innovation.

When I worked in HR & Training department in the corprorate world some 25 years ago, we used to coach people on team-building so everyone knew about the stroming-norming-performing path. It is my personal view that in those 'pre-social media algorhythm' days, people were far less polarized and much more accepting of differences. This view is, of course, not from personal experience, but based on countless stories over the last 20+ years from clients who have come to me for treatment for stress in the workplace.

It seems to me that by recognizing and embracing neurodiversity in the workplace, organizations can tap into a wide range of perspectives and approaches that can lead to increased creativity and innovation. This could form a more solid foundation for a business because the range of views and approaches ensure that all the strategic bases are covered. Orange was one of the first companies I had heard of that introduced 'feng shui' into the workplace and had creative spaces with bean bags, walls that you could write on for brainstorming and an overall environment where physical movement was encouraged becasue it stimulates creativity. With my functional medicine hat on, and as a budding artist in my free time, I have to say that humans are not meant to be sedentary beings in any way, shape or form, so how any business thinks forcing people to sit at a desk is productive is beyond me! As someone who is self-employed, I have the luxury of tackling my business problems by taking the dog for a long walk in the Welsh countryside. It clears my head and enables me to gain a new perspective that I would definitely not get sat at my desk. Of course, physiologically this also means increasing oxygenation to the brain, detoxifying the body and improving cardio-vascular health. So while office-workers may feel frustrated that someone with ADHD cannot sit still, focus and concentrate for long periods of time, maybe we should all ask ourselves which trait is more 'normal' - to move or to sit still?

Although generalizations are seldom helpful, I'm going to suggest that many Individuals with neurodiverse conditions such as autism, ADHD, dyslexia, and others often possess unique strengths such as enhanced problem-solving skills, attention to detail, and out-of-the-box thinking. Even if I'm wrong in this assumption, the reality is that interviewers tend to recruit people they 'like' or can relate to in some way, which is not necessarily what the business needs for stability or survival. For anyone familiar with the various psychological profiles of Belbin, Myers-Briggs etc, just imagine having a whole team of Plants or INFJs with no-one else to balance it out? You would have a team of people who all love each other to bits, but they would never get anything done!

By creating an inclusive environment where all individuals, neurodivergent or not, are valued for their differences companies can unlock their full potential and drive innovation within their teams. This not only benefits the individuals themselves but also contributes to the overall success and competitiveness of the organization as a whole. But for that to work, there does need to be group coaching on neurodiversity in the workplace, or at the very least an environment that fosters tolerance, understanding, compassion and, I would argue, curiosity!

Reasonable Adjustments boost productivity.

One key aspect that contributes to the success of neurodiverse individuals in the workplace is the implementation of reasonable adjustments. By making accommodations such as flexible work schedules, modified task assignments, or providing assistive technology, organizations can create an environment where employees can thrive and perform at their best. In some instances, employers may take on advice from companies such as Zoetik Business Eco-Systems which helps them to create neurodivergent-friendly workflows. These adjustments can help neurodiverse individuals overcome challenges allowing them to focus on utilizing their unique skills and talents to contribute meaningfully to the team.

Furthermore, by investing in reasonable adjustments, companies can boost overall productivity within the organization. When employees feel supported and accommodated, they are able to work more efficiently and effectively, leading to higher levels of output and quality of work. Many years ago I wrote a blog post about the things HR Managers would learn if they were a fly-one-the-wall in my clinic. The truth is that almost everyone wants to do well, to feel valued and to take pride in what they do, so if an employer is not getting that from their staff for whatever reason, then it is the employer who is 'leaving money on the table' by not enabling their staff to reach peek performance, not by threats and bullying, but by nourishing neurodiversity and supporting staff.

Why companies such as Google actively seek autistic individuals for certain roles.

Google and other companies actively seek autistic individuals for certain roles due to their exceptional skills and unique perspectives. Autistic individuals often possess a high attention to detail, strong problem-solving abilities, and a deep focus on tasks that can be invaluable in roles that require precision and innovation. They are recruited into certain departments that suit their skills, so for example many may excel in areas such as data analysis, software development, quality assurance and cybersecurity where their meticulous nature and ability to think outside the box can lead to ground-breaking solutions.

In conclusion, fostering neurodiversity in the workplace is not just a moral imperative, but also a strategic advantage for organizations and vital for a thriving society. It is crucial for employers to provide necessary accommodations and support to ensure that neurodivergent individuals can thrive in their roles. Through education, training or choaching and a commitment to creating a culture of acceptance and understanding, companies can harness the unique talents of all employees, leading to increased creativity, productivity, and success. Nourishing neurodiversity is not just the right thing to do – it is the smart thing to do for a more equitable and prosperous future.

If this article has resonated with you, please share it and also reach out to me, Simone Buehner, director of Barefoot Medicine Ltd. I am available for speaker opportunities, group coaching in the workplace as well as private consultations. You can book a time for us to talk here.