How to support neuro diverse colleagues.

As someone who is neurodiverse working for an employer and with colleagues that want to understand and support you, has a monumental impact on your life quality and the emotional connection you feel towards work. We are all different and there is true beauty in that. If you as a manager or colleague in local government can proactively engage and support your neurodiverse colleagues, treating them with respect and empathy, you have the power to become a true ally. Particularly with the complexities that local government faces and the diverse community we serve, our neuro diverse colleagues can provide a truly powerful insight into how we can tackle challenges that we must overcome.

"Neurodiversity is the key to unlocking innovation and creativity." – Steve Silberman

Before, we get into the strategies, I do think it crucial to really clarify the lens with which we view neuro diversity. Being neuro diverse is not a weakness. It does not define the individual. It is critical before you start on this journey that you gain not only consent from the individuals you are working with, but also that when you do communicate your intentions, that you do so from a position of looking to capture their strengths, rather than suggesting that you are looking to overcome a weakness in their character. No one with any emotional intelligence or moral standing would do so intentionally, but if you don’t truly come to this from a strengths-based model, it will come across unintentionally to those that you are trying to help.

"We need to move from a deficit model to a strengths-based model when it comes to neurodivergent individuals." – Temple Grandin

Many people with neurodiverse conditions face daily challenges and may sometimes be considered disabled. The Equality Act 2010 mandates that employers protect neurodiverse employees from disadvantage and discrimination in the workplace.

This protection can be ensured by implementing appropriate support systems and making reasonable adjustments to eliminate any barriers that hinder individuals from performing their duties.

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Since each person experiences these conditions uniquely, it is crucial to understand and accommodate their specific needs to foster a positive and supportive work environment.

The strategies that I explore below, will help your local authority create an inclusive workplace, where neurodiverse colleagues can contribute and indeed help propel the organisation forward.

Implement Universal Adjustments and Accommodations

Not all employees will disclose their neurodiversity, and some may not even have a formal diagnosis. Many individuals are adept at masking their neurodivergent traits to fit in, which can be mentally exhausting. To ensure everyone is supported, it’s crucial to establish workplace adjustments and accommodations universally. This could include flexible work hours, quiet spaces, or the option to use noise-cancelling headphones, regardless of whether someone has disclosed a specific need.

“We do not need to cure neurodiversity. We need to embrace it.” –  Jonathan Mooney.

Ask Individuals What Support Looks Like for Them

Neurodivergent individuals have unique ways of managing their conditions. For example, one person might find certain fonts or colours difficult to read, while another may need to wear headphones to concentrate. Engage in open conversations with employees to understand their specific needs.

Provide Neurodiversity Training for All Staff

Faye continues, ‘Awareness of neurodiversity in the workplace is essential, and robust business training is the first step towards greater understanding.’ Training should cover what neurodiversity includes, such as dyslexia, ADHD, autism, OCD, dyscalculia, and dyspraxia. When everyone understands these conditions, it fosters a more supportive environment where neurodivergent employees feel understood and valued.

Tailor Communication to Individual Preferences

Effective communication is key to supporting neurodivergent employees. Some people may struggle with extracting crucial information from lengthy text documents, which can lead to stress and anxiety. Ask your employees how they prefer to receive information. For instance, highlighting or bolding important details in documents can help those who find large texts overwhelming.

“Neurodiversity may be the birthplace of some of humanity’s greatest minds.” –Harvey Blume.

Focus on the Strengths Neurodiversity Brings

Neurodivergent individuals bring unique strengths to the workplace. For example, people with dyslexia are often highly creative and excel at thinking in three dimensions. Those with autism might have an exceptional ability to focus on fine details for extended periods, and individuals with ADHD may channel their hyperfocus into driving new projects forward. By recognising and leveraging these strengths, employers can tap into a wellspring of innovation and productivity.

Utilise Assistive Technology

Assistive technology can be a game-changer for neurodivergent employees. Tools like mind-mapping software, speech-to-text programs, and even dual screens can significantly enhance productivity. Employers should stay informed about available technologies and explore funding options such as the UK government’s Access to Work programme, which provides support for employees with disabilities or health conditions.

Consider the Physical Environment

The physical workspace plays a crucial role in supporting neurodivergent employees. Open-plan offices can be overwhelming due to noise and lack of personal space. Consider using partitions to create more defined workspaces, provide adjustable lighting, and designate quiet zones where employees can work without distractions.

Create a Culture of Empathy and Understanding

Empathy is at the heart of supporting neurodivergent employees. Create a safe environment where people feel comfortable disclosing their needs without fear of judgement. Many neurodivergent individuals spend a significant amount of energy masking their behaviours to appear more neurotypical, which can be exhausting. For example, someone might repress their natural tendency to stim (self-stimulatory behaviour) in the office, leading to unnecessary stress. As an employer, fostering an environment where people don’t need to mask their true selves can lead to a more inclusive and happier workplace.

“It is not our differences that divide us. It is our inability to recognise, accept, and celebrate those differences.” –   Audre Lorde

Hold Regular One-on-One Meetings

Regular one-on-one meetings provide an opportunity for employees to discuss any challenges they may be facing and to request additional support. These meetings also give managers a chance to check in on their well-being and to offer guidance or adjustments as needed. Being proactive in these conversations can prevent small issues from becoming larger problems.

Know How to Signpost to Additional Services

Sometimes, employees may need additional support beyond what can be provided in the workplace. Ensure that managers and HR teams are aware of external services and resources that can assist neurodivergent individuals. Whether it’s mental health support, career coaching, or specialised training, being able to direct employees to the right services shows a commitment to their overall well-being.

The most interesting people you’ll find are ones that don’t fit into your average cardboard box. They’ll make what they need. They’ll make their own boxes.– Dr Temple Grandin

In conclusion, fostering an inclusive environment for neurodivergent colleagues in local government is not only a moral imperative but also a strategic advantage. By embracing and supporting the unique perspectives and skills that neurodivergent individuals bring, local authorities can enhance their problem-solving capabilities, drive innovation, and improve overall workplace morale. This commitment to inclusivity will not only benefit the neurodivergent employees but will also create a more dynamic, effective, and compassionate organisation.

"By embracing neurodiversity, we can tap into the full potential of every individual." – John Elder Robison

Let's champion diversity and ensure that every employee has the opportunity to thrive and contribute to the success of our local government. Take action today by implementing supportive policies, providing necessary resources, and promoting awareness to create a truly inclusive workplace.