Written by: Tamzin Hall, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
With up to 20% of the population falling under the umbrella of neurodiversity, it's crucial to recognise that this statistic only represents diagnosed individuals. Beyond these numbers lies an overlooked cohort of undiagnosed neurodivergent individuals, silently navigating workplaces without the tailored support they need to thrive.
Supporting them isn't just an ethical consideration—it's a legal obligation. Neurodiversity is legally classified as a disability, necessitating proper support in the workplace. This obligation to provide a conducive environment for neurodivergent individuals isn't just about meeting legal requirements; it's about unlocking the immense potential they bring to the table.
Too often, I witness neurodivergent individuals grappling within workplace structures designed for neurotypical minds. This mismatch leads to unjust disciplinary actions and development plans simply because their cognitive processes differ. This is unjust, and it's time to rectify these systemic limitations.
Creating an environment where all staff, regardless of neurodiversity, can flourish has manifold benefits. It fosters harmony, boosts profits, elevates employee and customer satisfaction, enhances productivity, and fuels innovation. Furthermore, it reduces absenteeism, anxiety, and depression among staff while fostering confidence.
However, a crucial question arises: What are you currently doing to support your neurotypical and neurodivergent employees? If the approach is uniform, it's time for a radical rethink. Neurodivergent individuals are unique and necessitate tailored strategies and support systems. Investing time and effort into crafting these bespoke solutions yields immeasurable returns.
For adults receiving a neurodiversity diagnosis later in life, it's a profound moment of realisation. It's akin to lifting a veil they didn't even know existed. Suddenly, the puzzle pieces fall into place—years of criticism and setbacks start to make sense. However, this realisation also ushers in a wave of self-doubt and diminished confidence.
As an employer, you hold the key to supporting these late-diagnosed neurodivergent individuals, as well as those who might have received their diagnoses during their schooling years, potentially in an era where neurodiversity wasn't fully acknowledged.
Sadly, even today, there are instances of individuals being unjustly labeled by educators and organisations as lacking effort or being lazy, when in reality, they are neurodiverse. But it's not a bleak situation entirely. There are ways to provide meaningful support, and I'll delve into some of these strategies shortly.
Consider the resilience of a cactus in its natural habitat—the desert. Flourishing under the scorching sun, it grows, thrives, and adapts effortlessly. But what if we uprooted this cactus and planted it in a contrasting environment, say, in a freezing, damp garden on the UK's south coast? The cactus, unaccustomed to such conditions, would struggle, perhaps wither, and lose its vitality. It's a poignant reminder that environments tailored for specific needs are essential for growth and well-being.
In a similar vein, neurodivergent individuals require specific environments to thrive, each unique to their needs. As employers, our responsibility is to discern these needs, providing the metaphorical greenhouse that fosters their growth and development. However, this isn't a one-size-fits-all scenario; the ideal environment varies for each individual.
Firstly, identifying neurodivergent employees can be challenging. Many might hesitate to discuss their neurodiversity due to lingering stigmas and societal pressures. To bridge this gap, initiatives like organising talks on neurodiversity or establishing forums can encourage open conversations. Creating a safe space where individuals feel empowered to share their experiences without fear of judgment is crucial. This signals that neurodiversity is acknowledged, supported, and devoid of stigma within the workplace.
The second step is understanding what support each neurodivergent individual requires. This demands time and patience, which, as employers, we might perceive as a luxury we cannot afford. In such cases, seeking assistance from neurodiversity coaches or professionals specialised in this domain can be invaluable. These experts can navigate these conversations adeptly, helping individuals understand their specific needs, akin to deciphering their "greenhouse" or "desert."
Finally, it's about providing the necessary accommodations and adjustments to cater to these unique needs. This might entail workplace assessments or adjustments like noise-cancelling headsets, remote working options, or specialised software. These seemingly minor adaptations can make a monumental difference in empowering neurodivergent individuals to contribute their best.
When we invest time and effort into understanding and supporting neurodivergent individuals, the results are transformative. They become more engaged, happier, and productive, leading to a harmonious and successful work environment.
If you're seeking further guidance or support in navigating these aspects, I'm here to assist. Reach out to me at tamzin@tamzinhallcoaching.co.uk. Let's work together to ensure you have an inclusive and thriving workplace.
Tamzin Hall, Executive Contributor Brainz Magazine
Meet Tamzin Hall, the visionary founder of the Neurodiversity Academy.
With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
At the core of Tamzin's approach is a commitment to work-life balance, fostering a comprehensive understanding of ourselves and others, and ensuring that employees feel not only happy but also understood and successful.
Tamzin excels in guiding leaders to cultivate extraordinary teams, with a particular focus on empowering neurodiversity and fostering high performance.
Backed by qualifications, extensive experience, and an unwavering dedication to excellence, Tamzin and her team stand ready to assist you in building exceptional teams and attaining unprecedented profits through effective management of your neurodivergent staff.
