To coincide with ADHD Awareness Month and Dyspraxia Week, Blessing Buraimoh, JLL’s Head of Diversity, Equity and Inclusion for Work Dynamics, writes about the challenges faced in the workplace by those who are neurodivergent in today’s environment.
In today’s working environment, face-to-face meetings and networking to build professional relationships are accepted as the norm but, for those who are neurodivergent, some of these common workplace scenarios can present a range of challenges.
It’s estimated that one in five of us, whether diagnosed or not, will exhibit some form of neurodiversity. Those forms can be many and varied and include autism and ADHD as well as a wide array of social anxiety disorders.
It’s important then, not to fall into creating stereotypes, as not all neurodivergent individuals are the same. That doesn’t mean that there aren’t similarities in behaviours, strengths and challenges but these will vary by degree.
There’s a growing understanding that these individuals aren’t disabled per se, but rather differently abled. Someone who is neurodivergent behaves, thinks and learns differently to those who are ‘neurotypical’. While some may struggle with social skills, many tend to have above-average abilities when it comes to things like analysis, information processing, pattern recognition and strategic thinking.
Neurological functioning, productivity, and well-being are all closely linked. We all experience the world through our senses but for someone who is neurodivergent, one or more of our five senses is impaired. The more senses that are impaired, the more difficult it is to function in a space that’s dynamic or full of fluctuating sensory inputs. This ‘sensory overload’ will affect the ability to focus, think, and feel well.
When it comes to networking and other face-to-face office interactions, this could bring very specific challenges. For some, the noise of a crowded busy room could cause over stimulation and make it difficult to focus, while for others it might be hard to ‘read’ people and take visual or auditory clues. This can then lead to anxiety.
In many cultures and societies around the world (and certainly in the west) making eye contact is seen as positive and a sign of confidence and engagement. But for people who are neurodivergent, this might not be easy and may lead to a risk of appearing rude or aloof.
What then can we do to help? As a society we need to understand and adapt to the fact that there are different thinking styles and preferences. We need to get to know our colleagues; understand how they think and work and foster an environment that enables them to be productive and thrive.
This might mean adapting our expectations. Some neurodivergent colleagues will be comfortable with face-to-face interactions and others may not be. Whatever their preference, we need to actively and genuinely listen and adapt our approach to ensure that all colleagues feel included and heard without penalty or repercussion for non-participation.
Clarity in our communication will also improve engagement. It sounds simple but, in the workplace, we can all – regardless of our thinking style or preference - benefit from eliminating abbreviations and ambiguity when we speak.
This is a continuous learning journey for all of us, as individuals and organisations. Let’s all remain curious and open to new and different ways of working.
