Accessibility is an interesting word. We think we know what it is until our plane lands in a country where we don’t speak the language. You can still get by, but it’s not as easy as it normally is back home. There is some help out there: images depicting words that we can all “read”. Okay, holidays are not so bad, and it’s exotic, right? Now let’s try to find a job in this exotic land. Not so easy….
Creating an inclusive and supportive work environment is crucial for any employer. Therefore, it is essential to recognise that not all employees have the same needs, particularly neurodiverse adults. Neurodiversity brings a unique set of skills and perspectives to the workplace. However, neurodivergent adults encounter difficulties due to a lack of understanding of accessibility. In this article, we will explore the importance of accessibility in the workplace for neurodivergent adults and how employers can create a more inclusive work environment.
What is Neurodiversity?
The natural variances in the human brain and nervous system are referred to as “neurodiversity.” The brain is a complicated and fascinating place, and the idea of neurodiversity acknowledges that every person has different strengths and that there is no one “normal” way for the brain to function. Those who are neurodivergent have brains that work differently from others who are neurotypical. They may also have different ways of learning, moving, paying attention, or experiencing the world around them. For instance, autistic adults could struggle with social interaction and communication, whereas people with ADHD might have trouble focusing and paying attention. Dyslexia involves difficulty reading due to difficulties identifying speech sounds and learning how they relate to letters and words (decoding). Dyscalculia affects a person’s ability to understand number-based information and math. People who have dyscalculia struggle with numbers and math because their brains don’t process math-related concepts like others do. Dyspraxia can affect your coordination skills – such as tasks requiring balance, playing sports, or learning to drive a car. Tourette’s syndrome may cause people to have “tics”. Tics are sudden twitches, movements, or sounds that people do repeatedly. People who have tics cannot stop their bodies from doing these things.
Neurodivergent employees can contribute essential talents and perspectives to the job, such as creativity, attention to detail, and problem-solving abilities. So how do we make the workplace accessible for them?
How Neurodivergent Employees Enrich Your Organisation
Neurodivergent employees bring a diverse range of skills, perspectives, and strengths to the workplace and the team. They don’t see the world like neurotypicals, individuals whose brain develops and functions in ways that are considered usual or expected by society. Neurodivergent adults may have exceptional abilities in areas such as pattern recognition, problem-solving, attention to detail, and being highly creative and innovative, which can be an advantage in industries like technology, design, and research.
Teams can benefit from greater creativity, collaboration, and flexibility by accepting and valuing variations in thinking, communication styles, and problem-solving techniques. Neurodivergent employees might also bring a distinct viewpoint and insight to opportunities and issues at work, which could result in fresh ideas and solutions.
What is Accessibility in this Instance?
Accessibility for neurodiversity removes barriers to communication and interaction that many people face that restrict people from fully engaging in the workplace. Establishing an inclusive and encouraging work environment, one that can fully take advantage of the unique skills and capabilities that neurodivergent employees bring to the table may entail making some changes, but these changes will benefit everyone. By offering guidelines, resources, and practical strategies for supporting adults in the workplace and guaranteeing that employees can carry out their jobs successfully. This could entail supplying software or assistive technology that facilitates reading, writing, or organisational tasks, as well as flexible work schedules or remote work options.
To help co-workers and supervisors understand neurodiversity and how to successfully support neurodivergent personnel, employers should also offer training and education. Allowing the voices of the neurodiverse to be heard and included in the solutions to their barriers to entry. A lack of accessibility can also lead to feelings of exclusion and loneliness at work, which can be detrimental to their mental health and work experience.
Fundamental Changes that Employers can Implement to Better Cater for Workplace Accessibility
As unique as our minds can be, accessibility can be diverse. There are some fundamental measures that businesses should think about:
Communication
Communication is one of the most important parts of accessibility. Traditional communication techniques might not be effective for neurodivergent employees because they may process information differently than neurotypicals. Other kinds of communication, such as written instructions, braille, visual assistance (pictures for multilingual settings), opportunities for clarification of messages or interactive internet platforms, should be considered as an employer. In this way, employers can guarantee that all employees receive the information necessary to carry out their responsibilities successfully.
SAP is an example of a firm that created a variety of communication tools and resources as part of the Autism at Work initiative, including visual aids, online training modules, and virtual reality simulations. These tools enable employees to get information in a manner that best meets their personal communication preferences and can assist them in better understanding their job obligations and expectations. Furthermore, SAP has a mentoring program in which neurodivergent employees are paired with experienced colleagues who provide assistance and direction throughout their careers. By delivering different modes of communication and targeted support, SAP has established a more inclusive working environment that benefits all employees.
Workplace Design
Workplace design is an important component in creating a welcoming and inclusive atmosphere for all employees. For some, a cluttered, noisy, or chaotic environment can be overwhelming and distracting, making it difficult to concentrate and perform activities effectively. We all struggle a little in an open-plan office. Now, imagine you have a sensory challenge and certain sounds, sights, smells, textures, and tastes can create a feeling of “sensory overload.” Bright or flickering lights, loud noises, certain textures of food, and scratchy clothing are just some of the triggers that can make you feel overwhelmed.
Employers can make/create/build/implement minor changes to create a more comfortable and accommodating work environment. Our brains are constantly taking in information from our senses. For most people, processing that information isn’t a problem, but dealing with that input volume is a struggle for adults with sensory processing issues. We don’t all have the same reactions to situations and stimuli. But our responses to sensory inputs tend to fall into one of two categories.
Sensory seeking is when a person craves more sensory input, while sensory sensitivity is when a person experiences overload or overstimulation from too much sensory input. This can be from any of the five senses: sight, sound, smell, taste, and touch.
To help provide a more soothing environment, one effective method is to provide noise-cancelling headphones or other sensory aides (fidget toys, anti-fatigue boards, standing desks). Providing established quiet areas in which employees can take breaks, spaces for work individually, flexible work schedules and remote work options. This can aid in reducing sensory overload and promoting a better work-life balance, both of which can contribute to higher productivity and job satisfaction.
Workplace Culture
This is a tough one, most organisations are struggling with existing organisational culture issues, and here we come with neurodiversity. Many neurodivergent employees encounter stigma, prejudice, or misconceptions from co-workers This can lead to feelings of isolation, anxiety, and decreased job satisfaction, which can ultimately impact their performance and productivity.
A culture of tolerance and understanding is critical to supporting employees in the workplace.
Businesses may develop an inclusive and understanding culture in the workplace by increasing knowledge and sharing experiences regarding neurodiversity. Employers can also foster open communication and collaboration among team members by creating a safe and inviting workplace in which all employees can share their ideas and concerns.
Promoting diversity and inclusivity in recruitment and hiring methods can also help companies can actively seek out neurodivergent applicants and offer reasonable accommodations during the hiring process to ensure that they have an equal opportunity to demonstrate their skills and abilities.
Conclusion
Ultimately, accessibility is crucial to ensuring that all adults, may engage fully in the workplace. By making small changes in the way that you communicate in the workplace, re-evaluating the workplace design, and establishing a secure and receptive atmosphere for all employees, employers can create a more welcoming, effective, and enjoyable workplace. As the saying goes, “a rising tide lifts all boats.” Similarly, making the workplace more accessible for all benefits the entire company by boosting output, lowering attrition, and building a good culture.
