Do you sometimes feel that you can never have enough impact on the things that matter the most to you? Have you ever thought that the issue is so big, complex or challenging? That no matter what you do, it could never be enough?
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The sensory environment at work impacts not only neurodiverse people. You’ll be surprised by the number of people who aren’t autistic or dyslexic for example, who are also affected by the amount of noise and movement in the office.
I’ll explain a few a common areas that create challenges when it comes to the sensory environment and work, along with a few simple strategies you can employ. The upside is, the cost of doing so doesn’t need to be high, and the benefit of having done so will be felt by many of your staff.
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Once again I attended the Autism@Work Summit in Melbourne, hosted by DXC Technology, ANZ Bank and the Autism Co-operative Research Centre.
This has proven to be a fantastic day (this was my second time attending) the last couple of years and it’s hard not to learn something. With speakers from a variety of organisations and insights from many angles on a range of topics there is plenty to learn about and loads of great connections to make as well!
I had previously shared a short video post on the key takeaway I had from the day, but let’s explore that in a little detail along with the other key takeaways.
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The neurodiversity concept or movement is gaining traction globally. Certainly as awareness increases, more people are coming to understand what it means and how to relate to neurodiverse people.
A follow on implication is greater understanding of the contributions that neurodiverse people can make. What also seems to stand out for me is the realisation people have when it comes to how many people are touched by it.
So whilst approximately 10-15% of the population may identify as neurodiverse, think of all the people directly connected to that individual. With the ‘average’ family represented by four people, there are potentially at least a further three people directly and closely connected to every neurodiverse person.
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Having dealt with the challenge of how to recruit neurodiverse candidates and on-board them into your business, you’re now considering the next steps as part of your diversity and inclusion plans.
Or you may be in the camp where you have identified existing staff who have disclosed as being neurodiverse or are facing ‘stereotypical’ workplace challenges.
Making reasonable adjustments to the workplace are often mandatory legislative requirements in most countries. But beyond that, having an inclusive workplace that caters for the needs of your staff will allow them to perform at their best.
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Managing staff requires a mix of guiding through missteps and mistakes. Encouraging continued good work and dealing with the odd interpersonal challenge. This is no different when it comes to neurodiverse staff. But, this is often an area of uncertainty for many managers new to supporting a neurodiverse employee.
When establishing an inclusive workplace it's important to treat all people equal. Making distinctions on how one person is treated versus everyone else fosters exclusion.
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I’ve been exploring mindsets again of late and have circled back to the work of Carol Dweck and the Growth Mindset.
The idea of the Growth Mindset is the belief that your ability to learn and adapt is flexible. It is something that we have direct control over.
This leads to the view that your potential is limited by your effort and imagination.
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