Why Our Offices Don't Consider The Neurodiverse
And why this matters
I was scrolling through LinkedIn and came across the story of Carla, a designer.
Carla began her post by saying:
“This is not about you. That’s what I hear every time I comment on a post that is trying to discredit remote work in favour of a different model … well guess what? It is about me.”
Carla goes on to share her experiences as an autistic person in the workplace and how remote work allows her to have a successful career by providing the space in which to handle challenges such as sensory overload, social anxiety, and the communication barriers that she faces.
Being forced into the workplace has a negative impact on many people like Carla, and even people like me who are simply on the introverted end of the scale.
I wrote about this back in 2019, before the world was forced to look at remote working as a way to continue operations during covid, and the conversation is now reappearing as many organizations are pushing for a return to more office-based work.
This subject is more than just office, hybrid, or remote.
It’s about people and finding ways in which you can support your team members in being themselves and contributing best to your success.
How to support neurodivergent employees in the office
Of course, sometimes it’s not always possible for neurodivergent team members to be fully remote, however, there are steps that you can take to make your office environment more suitable to their needs:
Create some desk areas with screens around them to reduce background noise and block out peripheral vision distractions
Enforce a clutter-free desk policy to reduce the risk of sensory overload
Create quiet zones that those needing a little escape can head off to when the need arises
Provide noise-cancelling headphones to allow for better concentration
Increase natural light and reduce harsh strip lighting to reduce any sensitivity issues
Consider your seating plans so that those who struggle with overstimulation aren’t sitting close to main walkways or those who will be making phone calls all-day
Taking steps makes sense
Even if you ignore the fact that being neurodivergent would typically be classed as a disability under equality legislation, we all know that having healthy and motivated employees who feel as if their welfare is being looked after will be more likely to perform well and be engaged.
Check your office today and see what steps you can take to make a difference for those who need it.
Getting Started in Product operate a bookstore that covers everything product and business related, including:
Quiet: The Power of Introverts in a World That Can't Stop Talking
Bring Your Human to Work: 10 Surefire Ways to Design a Workplace That Is Good for People
Neurodiversity at Work: Drive Innovation, Performance and Productivity with a Neurodiverse Workforce
Divergent Mind: Thriving in a World That Wasn't Designed for You