Away from my business involvement, I continue to work with neurodiverse groups and people with anxiety disorders.
This typically involves running workshops explaining the neuroscience underpinning these challenges, and why their brains may differ from what is often described as “typical”.
These workshops are some of the most intense I have run. Not because of any inappropriate behaviour, but because the people attending are deeply interested in a subject that appears to help them make sense of their lives.
The audience usually includes a small number of people with cognitive deficits, but is largely made up of bright and curious people who have a deep personal need to know more. Achieving the right level of engagement across such a diverse group is challenging, and I generally feel knackered afterwards, but spending time with these people is both stimulating and rewarding. They are so appreciative.
Neurodiversity, anxiety and the workplace
Whilst not every member of these groups could realistically handle regular employment, many can.
Employment law calls for employers to make reasonable adjustments in the workplace for those with neurodiverse conditions and anxiety disorders, where they have a disability under the Equality Act 2010.
My sense is that, in many cases, only small steps are needed. Of course, the best place to start when working out what those adjustments should be is by speaking to the individuals themselves.
Small adjustments can make a real difference
For example:
1. Try to understand that their brains work differently. Whilst their behaviour may sometimes appear unusual, they often really want to integrate and contribute. Their differences can offer both creativity and rigour.
2. Their communication styles may seem different, including a tendency to be direct. This is not aggression or even impoliteness. Sometimes they can struggle with the nuances of internal politics and the social dances people perform as they try to make their point. As trust builds, you will understand that their intentions are positive.
3. Noisy office environments can sometimes lead to sensory overload. Often, all that is needed is a little decompression: time and space to recover their balance before they are ready to go again. This is rarely a problem when they are working from home.
Seeing the whole person
Even without any legal requirement to do so, making adjustments for people in the workplace so they can perform at their best should not be discounted.
It really does not have to place a severe burden on the employer. It is important to see the whole person, not just the divergence.
Small, thoughtful changes can help people contribute, belong and thrive.
By Clive Hyland, Consultant Head of Neuroscience & Leadership Strategy
Clive is an established business and leadership coach, with extensive experience in corporate businesses, including roles as CEO and COO of major companies.