Creating a Neurodiverse Friendly Workplace

Everyone is different – which is good. If we were all the same, life would be boring! Humans come in all shapes, sizes, colours, and across an entire spectrum of neurodiversity.

But what does that mean at work? Just like some people thrive in a team and hate working alone, others are better working quietly by themselves.

How does an employer create a neurodiverse workplace?

At AimBig Employment, we are all about supporting people with a disability to live their best lives – including meaningful employment. Which means, we are also about supporting employers to provide inclusive workplaces that benefit all employees.

We read with interest a LinkedIn post from Canadian man Andrew Charles, an adult living with autism, who – even though he was among many people laid off – praised his former employer for its inclusive practises.

Andrew said: “Nowhere in my life have I felt that kind of respect and understanding for my disability … I was blessed to work with multiple managers who understood sensory overload and social awkwardness/anxiety … I felt respected and that my disability was more of an ability.”

What employer wouldn’t want that kind of feedback?

Interestingly, Andrew said he felt “disability isn’t discussed enough in the workplace”. So, he started a conversation about what makes a workplace more accommodating for people with an autism spectrum disorder.

Key issues

Andrew created an infographic noting four things that were key in his former workplace:

• A quiet room where people experiencing sensory overload could take a break
• A no hugs/Ask first policy
• Making workplace parties optional
• More options for remote working

Overall, the key issue was about understanding not everyone is the same. Some people seem to get on with everyone. Others, while they probably do like their colleagues, are not comfortable socialising. Even a simple birthday cake in the office may be too overwhelming for some people.

Andrew left a 5th spot on his infographic open for suggestions, and many of these are also worth noting for employers – including flexible work hours. One person responded: “My ADHD brain pretty much shuts down after 3pm-4 pm. I’m the most productive in the early morning so my daily schedule for many, many years was 6am-2pm.”

One commenter raised the very important issue that, in some cases, policies and corporate information regarding inclusivity in the workplace is “recycled” or “created simply to help offset any type of legal liabilities”.

“Hardly ever do they have consultants come in to help create this literature,” they wrote.

Which is just one way we can help you. We tailor solutions to individual organisations and work closely with both employers and employees to establish and maintain inclusive workplaces.

Why should I create an inclusive workplace?

Just like everyone else, people on the spectrum have many positives and strengths as well as areas where they need support. In some cases, having a diagnosis of autism spectrum disorder many mean that they have skills or abilities that make them even more desirable as an employee.

And an inclusive workplace makes EVERYONE feel comfortable at work.