As awareness and acceptance of neurodiversity in the workplace grows, so too does the requirement for employers to educate themselves in order to effectively support and accommodate neurodiverse employees, according to expert Sarah Lapointe of Emond Harnden.
Given that one in five people can be classified as neurodiverse, it is very likely that there are neurodiverse individuals in the workplace who may benefit from practices that support and promote understanding and inclusivity. There may also be neurodiverse individuals who require accommodation at work.
“There is definitely a need for employers to be more informed about neurodiversity in the workplace, and also in trying to be proactive to be able to encourage employees to reach their full potential,” says Lapointe, a partner with Emond Harnden.
Above all else is the necessity for employers to meet legal obligations and to refrain from discrimination in the workplace. So what does neurodiversity mean exactly, and what does this look like in an employment setting?
What is Neurodiversity?
To start with, “neurodiversity” simply refers to the concept that there are differences in ways that people’s brains function, and that those differences are perfectly normal. In addition, Lapointe says, people who are neurodivergent or whose brains function differently should not be stigmatized.
Neurodiversity can include autism, attention deficit hyperactivity disorder (ADHD) or anxiety, to name a few conditions.
It is important to remember that neurodiversity and disability are not the same thing. However, where a neurodivergent employee has a disability that needs accommodation, employers should understand their legal obligations. “The duty to accommodate under human rights has been in place for a long time, and it’s the same concept in terms of legal obligations. The legislation includes a right to be free from discrimination and a duty to accommodate to the point of undue hardship,” Lapointe says.
When there is a request for accommodation, it is incumbent on the employer to seek information about the individual’s limitations and restrictions, which can include medical documentation, to determine appropriate accommodations in the workplace. Employees requiring accommodation are responsible for participating in the accommodation process, including by providing the employer with required information. Each request for accommodation should be assessed on a case-by-case basis while following due process and should not be based on stereotypes or assumptions.
Customize Communication Styles
Even if there is not a formal need for accommodation, employers can take steps that would support and promote inclusivity for neurodivergent individuals. For example, managers should examine and customize their communication styles to individual needs. “It’s good to have in mind that individuals can function differently and to be sensitive to adapting your communication to the needs of individual employees,” Lapointe says. For example, an individual with autism may not respond favourably to a lot of analogies or comparisons. They would often prefer direct and clear communication. Some people also communicate better in writing as opposed to a quick conversation in the hallway.
“Things like regular check-ins can be helpful as well as agendas before meetings, or a clear timeline. Instead of simply saying something is urgent, if you have a specific date or timeframe in mind, communicating that can make it a lot easier for the other person to organize their time and avoid any sort of misunderstanding. One way of being more inclusive for neurodivergent individuals is ensuring that clear communication and trying to adapt your approach to what works for each person,” Lapointe explains.
Notably, the types of communication that may be helpful for neurodiverse individuals often fall under best practices anyways, Lapointe says. And they don’t have to involve a cost for employers, she adds.
“It’s not a bad thing to be mindful of these things and to proactively foster an inclusive workplace both for business reasons, obviously because a productive workforce is a good workforce but also for equity and inclusion purposes.”
In addition, neurodiverse individuals can add a lot of value to the workplace, Lapointe says, as their minds may offer very creative strategies no one else thought of, or they may have certain abilities, such as being able to hyperfocus on their tasks.
