Workplace Psychological Safety and Neurodiversity

Workplace Psychological Safety: Neurodiversity

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Written by: Johna Jamieson Neurodiversity Advocate, and volunteer with The Canadian Institute of Workplace Bullying Resource Centre Inc.

?As a neurodiverse individual myself I have experienced the difference it makes when I am working in an informed, inclusive, and supportive workplace. I hope this article will provide leaders and staff with more knowledge and skills to ensure that all employees are treated fairly.

To say that someone is neurodiverse means that the individual lives with a condition that is neurological or developmental in nature.?People who are neurodiverse have unique ways of thinking and often present A-typical patterns of behaviour. Their thought processes and capabilities can be complex but highly effective, and in some cases, giving them an advantage over their neurotypical peers in the workforce.?Promoting and practicing inclusiveness and awareness are key to avoiding harassment or bullying behaviours.

When an employee feels unsafe, safety, service quality, and productivity are compromised.

People who are neurodivergent often here derogatory comments like the following:

●???????You can’t expect everyone to bend over backwards for you.

●???????Why can’t you just let things go?

●???????Just cheer up and be more positive.

●???????Just calm down.

●???????You get upset over nothing, what’s happening is not a big deal.

●???????You can’t take a joke.

●???????You are too sensitive, or you are overreacting.

●???????You are far too defensive.

●???????You are just faking it or imagining things.

In addition, they are,

●???????labeled as attention seeking and dramatic.

●???????Invalidated when expressing concerns regarding overstimulation.

●???????Are often told to make more of an effort and/or manage their time better.

●???????Frequently accused of being lazy and/or not trying hard enough.

When neurodiverse individuals are properly accommodated, they will demonstrate a high productivity rate. It is important to take the time to understand how a neurodivergent person communicates, learns, and feels, so that you in turn can teach and support them. You will find them to be the most loyal of employees.?

To avoid workplace bullying and harassment it is important for employees to attend trauma informed, in depth training, (Linda Crockett) which includes building awareness of neurodiversity. The Canadian Institute of Workplace Bullying Resource Centre offers this training.

The Neurodiverse Community requires equity, not equality.

The difference between equity and equality is simply that equity ensures everyone has what they need to be successful in their roles. Whereas equality means to be given the same opportunity.?Creative and flexible thinking by leadership is crucial for an employee’s future success, and ultimately the organization’s success.?

Employers must recognize the importance of psychological safety and equity in the workplace if they intend to remain professionally relevant and strive too truly be innovative. It is important to know that 15-20% of Canadians in the work force fall into the category of Neurodiverse. A significant number of young people identify with being neurodivergent and will soon be entering the workforce. There are likely more individuals in the workplace who are diagnosed later in life, than we may be aware of. Employers are encouraged to review their own employment policies and processes, to ensure that they are including all styles of learning in all stages of the employment process. These learning styles include visual, auditory, tactile (hands on) and verbalization. Knowing your staff’s learning styles sets everyone else up for success. As an example, a neurodiverse person may thrive independently but require some appropriate guidance in navigating the group experience. ?

There are incredible assets that come with hiring a neurodivergent individual. As with any employer during the hiring process it’s logical to consider any possible barriers as well; often these can be planned around with the support of strong policy and procedures.

??Conditions that are considered neurodiverse can include:

?Autism, ADHD, OCD, Tourette’s, Dyslexia, Dyscalculia, Apraxia, Epilepsy, Auditory Processing Disorder, Sensory Processing Disorder, Cerebral Palsy, Down Syndrome, and Intellectual Disabilities.

Examples of Assets:

Hyper Focus, Unique Approaches/Highly resourceful, Highly Creative/Unique perspective, Thrives in Routine, Solution Motivated, Resilient, Personable. Detail Focused/Sharp observation skills, Objective, Calm in Crisis, Caring / Compassionate, Strong Sense of Justice/Vigilant, Good with Patterns, Excellent Long-Term Memory, Willing to Try New Things, Stands Up for Beliefs, Persistent, Authentic Personality, Persistent, Good with Patterns.

Potential Barriers

Exclusion, Invalidation, Lack of Accommodation, Requires Clear Expectations, Struggle with Criticism, Requires More Processing Time, Social Stigmas. Evaluations = Anxiety, Limiting Beliefs, Unable to Approach Leadership/Lack of support, Struggles with Rejection Sensitive Dysphoria, Can be Fidgety, Trouble focusing, Difficulty organizing or prioritizing, struggles with boundaries.

With support and accommodations, make excellent employees.

Legal Responsibilities

The Alberta Occupational Health and Safety Act states that: “Employers are responsible to ensure a psychologically safe and inclusive work environment”. This is accomplished through the elimination of workplace hazards; including any psychological hazards that can cause psychological injury or illness.

?Www.mentalhealthcommision.ca- Canadian Psychological Safety Legislation

www.canada.ca -Psychological Health in the Workplace

?Alberta Occupational Health and Safety Act, Part 27, defines what workplace harassment:

?“Workplace Harassment is behavior intended to intimidate, offend, degrade, humiliate a person or group”.

?“Harassing behavior can include but is not limited to unwelcomed conduct, comments, gestures, contact which causes humiliation (ex. name calling, harassing phone calls, spreading rumors, cyber bullying, taking away work responsibilities without cause, setting someone up to fail, lack of accommodation)”

?Workplace harassment is NOT a difference in opinion, organization changes or work-related stress.

?Employers who make it a priority to create space and celebrate neurodiversity will also raise awareness of the benefits of neurodiversity on the team, increase work morale, increase employee engagement, and in turn see less turnover. Teams will be more resilient and engaged. Reap the benefits of being an employer of choice who is known for their culture of creativity, flexibility, and innovation.

Johna Jamieson

?Educational Resource Links

www.vecova.ca ????www.openfutureslearning.org ????www.neuroleadership.com www.neuroadvantage.com

?#neurodivergent, #neurodiversity, #knowbetterdobetter