Accommodations that Work in the Secondary and Higher Education Environments

The world is filled with sensations. For almost everyone, this sensory input results in a range of experiences — some of which are amazing, some maybe not so pleasant.

For those who struggle with sensory processing, though, it can be difficult to navigate a world that is filled with so much stimulation. For sensory-sensitive individuals, many everyday situations can cause a whole spectrum of reactions ranging from overwhelm to hypo-stimulation, strong feelings of discomfort, or even pain. This is especially true for those with sensory processing issues who attend school.

Schools are hustle-and-bustle environments filled with chatter, bright lights, and a myriad of other forms of sensory input. Luckily, there are some great strategies for hypo and hypersensitive students that are helpful for regulating sensory input.

Managing Sensory Processing Difficulties

First, let’s talk about the basics.

The first line of care when it comes to managing sensory processing difficulties should always be professionally managed therapy or occupational therapy. A therapist can help you curate experiences, strategies, and coping mechanisms for when things are either difficult or easy.

After receiving expert help, however, it may still be useful to compare experiences and find out what has worked for other students.

Strategies that can Help with Feelings of Hyposensitivity or Hypersensitivity

One of the many strategies frequently used by occupational therapists is sensory diets. I know this may sound like altering the way you eat, but, the term actually refers to tailoring the activities and experiences you perform throughout the day to manage sensory sensitivity (Bennie, 2021). Tailoring your own sensory diet can help you find strategies that meet your needs in terms of adding or reducing stimulus.

A few minutes of research can quickly give you an in-depth look at extra ideas to add to your sensory menu, but here are a few that you could start with today:

1. Take scheduled short walks. Taking a stroll in nature or with headphones on can help individuals regulate sensory input while at the same time grounding themselves.
2. Engaging in proprioceptive activities. This may be as simple as wearing a weighted vest or doing exercises that work your muscles and joints. Activities such as weightlifting, running, skipping rope, or even carrying out chores like sweeping or vacuuming can help with sensory processing.
3. Engage in auditory or visual sensory activities. Reading or listening to an audiobook, listening to calming or energizing music, using noise-canceling headphones, coloring or drawing, and avoiding or seeking out bright lighting are helpful coping strategies.

Incorporating Foods into a Sensory Diet

Food textures, tastes, and temperatures are often troublesome for hypo or hypersensitive students.

It may be helpful to tailor your food diet as part of your sensory diet. Some ideas include curating distinct food textures by seeking out crunchy, soft, or smooth foods. You can do the same with the distinct tastes, (sweet, salty, savory, etc., ) or food temperatures. For some, listening to their cravings might be ideal, whereas for others, a structured diet may work best.

For example, you might want to schedule crunchy or cold food in the afternoon, if it makes you feel more energized. Likewise, you may want to choose a warm beverage in the evening, if you’re having trouble calming down.

Sensory Strategies for the School Environment

Now that we have a list of ideas on how to help regulate stimuli, it’s only natural to wonder how you can implement them in a school setting.

Staying in school can be quite challenging for those with sensory issues, but with the right strategies, hyper or hyposensitivity is manageable for most. Integrating a sensory diet into school life may require you to advocate for yourself with teachers or cafeteria staff. Most importantly, it requires you to prioritize your own wellbeing.

If accommodations allow, take scheduled breaks to go for short walks. If not, then asking to use the restroom or water fountain can work to covertly permit you to take a short walk. You may also wish to use the time in between classes to exercise intentionally with mini workouts. Starting or ending your day with exercise can help to either increase your sensory tolerance or vent the overwhelm that has built up throughout the day.

You may also want to use assistive devices in class such as noise-canceling headphones, weighted vests, weighted lap pads, or fidget toys. As long as they are not loud or disruptive, these devices are permitted in most classroom settings.

Most schools have lunch breaks or give you the option to take your break on your own time. In either scenario, it can be useful to eat sensory-friendly or desirable foods, as discussed above. For impromptu meals, it can be useful to visit the school cafeteria beforehand and familiarize yourself with the menu. This will give you an advantage when it comes to selecting your menu on the fly.

Talking to your professor or your peers can also help you to come up with or discover accommodations that are available to you. Guidance counselors can also advise you on which accommodations have been available to students with similar difficulties in the past.

Finally, taking self-care breaks is crucial. This is true even for neurotypical people but is especially important for those with any kind of neurological sensory-processing difficulty. Stepping away from school on days that are too overwhelming shouldn’t spark feelings of guilt. Engaging in things like talk therapy, good hygiene, organizational habits, and healthy socialization can help you feel your best.

In the end, prioritizing your mental health will only boost your productivity, happiness, and satisfaction with your work.

The Best Strategy for Hypo and Hypersensitive Students: Be Proactive

The best way to deal with sensory difficulties in school is to be a proactive student. Tailoring the school experience to your needs is the best coping strategy for hypo and hypersensitive students. Take breaks when needed. Implement your unique sensory diet into your school life when possible.

These strategies will help reduce the stress associated with the neurodivergent condition impacting your sensory processing. Not only that, they will also help you put your abilities in the spotlight, rather than draw attention to your difficulties.

In a world that is so filled with sensory input, putting your needs first can help you thrive in any setting.

References

Familydoctor, Sensory Processing Disorder, Retrieved September 1st from https://familydoctor.org/condition/sensory-processing-disorder-spd/

Bennie,M. (2021) What is a Sensory Diet? Published by the Autism Awareness Centre, Inc. Retrieved September 1st from https://autismawarenesscentre.com/what-is-a-sensory-diet/

Photo Credits:
AaronAmat /iStockphoto Standard License
gwolters / Shutterstock Standard License
michelangeloop / iStockphoto Standard License

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Sensory Processing Strategies for Hypo and Hypersensitive Students appeared first on Susan Fitzell.

I recently had the pleasure of sitting down with Ken Blackwell for an episode of his Insight at Work podcast. It’s so exciting to me that more and more companies are tuning into the advantages of hiring divergent thinkers into their workforce. It’s even more inspiring that these leaders want to do things right for their neurodivergent employees.

In that podcast, we talked a lot about how creating a truly diverse workplace requires a shift in mindset, both personally and on an institutional level. The way we manage employees. The way systems and structures are organized. Our personal day-to-day interactions. These all need to be re-examined to create a workplace that is genuinely inclusive for all workers.

As I walked away from that conversation, I kept thinking about the importance of company culture. I believe that it is the single most important factor for creating a safe space for neurodivergence in the workplace.

When I talk about “safe space” I am obviously talking about physical safety, but I am also referring to psychological safety. If you are like most people, you probably expect me to talk about anti-bullying tactics or diversity training. All of those subjects are fundamental when we talk about safe spaces. I want you to dig a little deeper and think about safe spaces in a way that maybe you haven’t before.

I want to talk about a “safe space” as being a place where neurodivergent workers are safe to be themselves.

I think of my colleague Amanda, who I mentioned in the podcast. She was so thrilled when her manager recognized that her OCD need for perfection was interfering with her ability to meet deadlines. Instead of taking a punitive approach, this manager was creative. He worked with her to come up with a solution that allowed her to meet her goals. And he gave her permission to lower her standards of absolute perfection.

This manager wasn’t hung up on labels. He wasn’t bound to a strict review process. He was simply conscientious and respectful. He wanted to help Amanda meet her goals while respecting her unique way of working. She was allowed, and even encouraged, to be herself. She was supported in working the way that came naturally to her.

Having the right systems is a great place to start for any company that wants to support the neurodivergence in the workplace. But creating a safe environment in the sense I am talking about requires taking an honest assessment of the culture of your organization.

“Company culture” is a hot topic these days. It seems more important than ever to create positive work environments that attract and retain top talent. Inclusion and diversity are on the top of every manager’s mind. Unfortunately, despite all our best efforts, when it comes to inclusion for the neurodiverse community, there is still a lot of work to be done. If we want to create safe spaces for divergent thinkers, we need to think about things a little differently than we are used to.

Potential Roadblocks to a Safe Workspace:

As I have worked with one organization after another, certain things have caught my eye that can create potential problems for divergent thinkers in the workplace.

Labels:

It almost seems like a fad to attach a label to ourselves these days. For many divergent thinkers, a label can be a harsh reminder of the limits they’ve had imposed upon them their entire lives. Stigma has always accompanied certain diagnoses and there is a good chance that your neurodivergent worker does not want to be distinguished by a label. They may even be actively trying to hide a diagnosis in an effort to not bring attention to themselves. My suggestion? Focus on the individual and what they need to thrive.

Stereotypes and Assumptions:

Stereotypes and assumptions go hand in hand with labels. This is especially true with autism. The media representation of autistic people, in most cases, fuels stereotypes. It misrepresents the spectrum of autism focusing instead on getting laughs. Avoid limiting your employees by assuming what they need based on what you observe from media or external perceptions. The best way to do this is to foster a company culture that values communication and flexibility. Ask instead of assuming what is needed.

Gaps in support:

It’s tempting to jump headfirst into intentionally bringing more divergent thinkers into your workforce, but please be aware of any gaps in the institutional supports those workers may need. They should not be put in a position to have to advocate for their own interests and accommodations. Create committees and teams to review systems and procedures to make sure they allow room for effortless inclusion. Invite participation and actively seek out feedback from your employees.

Paving the Way to a Company Culture that Values Safety

A real sense of safety is achieved when a company’s culture considers the real needs of its employees.

One way to create a safe space is to have clear anti-bullying initiatives. Ideally, an open door policy that values direct and honest communication. Combine that with training that helps neurotypical workers understand alternative ways of thinking. Combine all that with a culture that promotes asking for help and support when needed. Add active listening and communication skills and you will create a safe space for all your workers, not just divergent thinkers.

Real Safety is Being Able to Be

When it comes to creating safe spaces in the workforce for neurodiversity, what it boils down to is creating a company culture that allows for people to be more human. When managers and executive-level employees who set an example and encourage communication, creativity, and flexibility, divergent thinkers will feel free to be themselves. Developing a culture that is backed up by systems that allow for meaningful accommodations, neurodivergent workers will thrive.

Recommended Reading

I’ve written a lot about the ideas discussed above. Be sure to check out the following articles to read a little deeper into these themes.

How to Lay the Groundwork for Neurodiversity in the Workplace (If You Want It to Work)

How to Create a Company Culture that Embraces Different Thinkers in the Workplace

How Quarantine Accommodations Benefit Neurodivergent People

Neurodiversity and New People Labels

Definitions as Referenced in this Article:

The following definitions were created by Nick Walker, of neurocosmopolitanism.com.

Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.

Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.”

Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”

Neurominority, any group, such as people with autism*, which differs from the majority of a population in terms of behavioral traits and brain function. *preferred language … such as autistic people, which…

Top photo credit: monkeybusinessimages /iStockphoto standard license

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Neurodivergence: an Underrated Asset in the Workplace

Have you ever wondered why distinct cultures seem to approach situations differently?

If you have ever been frustrated while trying to register at an overseas hotel or navigate through an unfamiliar terminal at the airport, you know what I’m talking about.

People from different cultures think differently.

Through a combination of upbringing, socialization, education, and maybe even DNA, people from around the world do not see things quite as we do here in the United States.

Most of us are familiar with “cultural differences” and US employers have learned to adjust to these differences when they hire foreign talent. A lot of times, it is often those “differences” that make multicultural talent so attractive.

While a lot of progress has been made in the U.S. towards a multicultural workplace, there are still people with very distinct types of differences left out of the modern movement towards inclusion in the workplace. Many businesses simply don’t hire divergent thinkers.

Neurodivergence: an Underrated Asset in the Workplace

Neurodivergence, and divergent thinkers, are still largely misunderstood in society at large.

Neurodivergence is how we describe the differences in neurological function in how the brain works. Neurodivergent, or ‘divergent,’ is the term used for people whose brain processes, learns, or behaves differently from what is considered “typical”. Once considered problematic, abnormal, and something to be cured, scientists have now come to understand that neurodivergence offers a different way of thinking that may have many benefits.

In the workplace, neurodiversity is an asset, not an impediment to growth.

Neurodivergence is a spectrum. At one end, there are people who are near-normal (or know how to mask their differences to appear neuro-typical.) At the far end are those who are highly misunderstood.

For example, do you remember pop artist Andy Warhol? He was a genius who moved the visual arts forward. But did you know that he had a neurological disorder? As a child, Warhol suffered from Sydenham chorea, a disorder commonly known as St. Vitus’ dance, characterized by involuntary movements.

Just as Andy Warhol had a genius within, there is genius in each one of us.

For some of us, our genius falls along the lines of best-practice thinking and draws from what we know has worked in the past. But for others, genius lies in thinking in ways that defy convention and sometimes seem outright crazy. I can only imagine that many of our famous inventors, scientists, and innovators heard all too often that their ideas were implausible.

The reality is that corporations can benefit from people who refuse to regard company conventions as cast in stone. The people who dare to think differently often bring the greatest problem-solving, innovation, and efficiency to the workplace.

Sadly, however, divergent thinkers are often dismissed as wasteful of time, nonconformist, and problematic.

Divergent Thinkers and the Problem of Conformity

Fears of controversy, parental objection, and lawsuits have moved our schools and colleges away from teaching students to think critically or to question the status quo.

For the past two decades, the goal of the educational system has been the standardization of thought, achievement, and tests. While this movement is seen as a way to increase the quality of education, it has actually reduced education to 12 years of learning only what is required to pass a test. Sadly, many students never learn to think beyond what is required to achieve the certificate that allows them to go on to the next chapter in their lives.

As can be imagined, neurodivergent students often struggle to rise to this level of conformity. They try to fit into a mold that runs contrary to their natural way of being in the world, but it is glaringly obvious to the student that they don’t fit in. They think differently than everybody else and often feel like they were born on the wrong planet.

It’s a lonely way to be in the world.

As a result of this push towards conformity, many divergent thinkers find escape in alternative activities like video games, music, or art… or negative addictions. Sometimes they self-medicate. The tragic loss is that the divergent thinking of these neurodivergent students often holds the solutions the world desperately needs.

For divergent thinkers, our different way of being in the world is not the product of our upbringing, education, and culture. It develops when neurological variance exists in our thought paths starting from conception or as a result of life experiences. That’s why we have people that specialists label as dyslexic, autistic, obsessive-compulsive, dyspraxic, etc.

If society could ditch their expectations of conformity, divergent thinkers’ ability to see the world differently would be recognized as invaluable when they are in the right roles solving the right problems.

Despite some neurodivergent individuals being better suited to entrepreneurship than becoming model employees, many have climbed the workplace ladder of excellence despite their questioning, nonconformist attitudes. Were this not the case, the world would surely be worse off.

Of course, not everybody (neurotypical or neurodivergent) can reach those heights of excellence or success. However, our contributions at work, and to society, can still be significant.

Skillsets of Differently Wired Brains (And the humans attached to those brains)

When you hire divergent thinkers, you are bringing individuals on board who boast a whole slew of unique skills.

Dyslexic people experience difficulty reading, writing, and spelling. Typically, their real strengths are seeing the big picture. Their spatial intelligence makes them excellent graphic designers, engineers, or architects. They often excel in careers that require them to take action. They are often the movers and shakers in the workplace. Unfortunately, if they learned from an early age to believe that their dyslexia makes them stupid, their gifts may never be fully realized.

Autistic adults think, learn, and problem-solve differently. Their ability to function independently varies depending on comorbid conditions and level of social interest. Many autistic adults make great accountants, programmers, or financial analysts. Many are known to love working with defined milestones. Often detail-oriented, they sometimes display a bit of obsessive-compulsive disorder. For big picture people, working with someone who has these strengths is a godsend.

Obsessive-compulsive (OCD) folks have fixations about checking things, cleaning things, and arranging things in a particular order. People with OCD who have low support needs maximize their ability to concentrate and maintain high standards. Their intense focus on getting details consistently right holds them in good stead when there is no margin for error. The fields of accounting, web design, clinical proofreading, and transcription benefit from these neurodivergent employees.

Employees with dyspraxia may be short of physical coordination skills like balancing, doing athletics, and driving automobiles. However, this has no impact whatsoever on their intelligence, dedication, and hard work. They make outstanding employees in administrative roles.

Skip Recruiting AI, Ditch Conformity, and Hire a Divergent Thinker.

Why hire neurodivergent candidates?

Aside from a tendency to be dedicated and loyal employees, Harvard Business Review reports a number of prominent companies are now actively accessing neurodivergent talent with notable success. The latest research on neurodivergence and autism in the workplace reports productivity gains, quality improvement, a boost of innovation capabilities, and broad increases in employee engagement.

In a world that is only beginning to appreciate the skills of divergent thinkers, employers are starting to discover real benefits that go beyond the simple boost in their reputation that comes with exploring a diverse talent pool.

The tide is gradually turning in the divergent thinker’s favor.

References:

Mesoudi, Alex. “Why do people from different cultures think differently? Explaining cultural variation in psychological traits”, Lead Research Organization: University of Exeter, UK Research and Innovation. Retrieved Sept. 15, 2021, from <https://gtr.ukri.org/projects?ref=ES%2FJ01916X%2F2>

Fink, Rosalie. Successful Careers: The Secrets of Adults with Dyslexia. Career Planning and Adult Development Network. Retrieved Sept. 15, 2021, from <http://dyslexiahelp.umich.edu/sites/default/files/SuccessfulCareersDyslexiaFink.pdf>

Grandin, Temple. Choosing the Right Job for People with Autism or Asperger Syndrome. November 1999. Indiana Resource Center for Autism. Indiana University, Bloomington. Retrieved Sept. 15, 2021, from <https://www.iidc.indiana.edu/irca/articles/choosing-the-right-job-for-people-with-autism-or-aspergers-syndrome.html>

National Institute of Mental Health. October 2019. Obsessive Compulsive Disorder. Retrieved Sept. 15, 2021, from <https://www.nimh.nih.gov/health/topics/obsessive-compulsive-disorder-ocd/>

National Health Service. October 1, 2020. Dyspraxia in Adults. Retrieved Sept. 15, 2021, from <https://www.nhs.uk/conditions/developmental-coordination-disorder-dyspraxia-in-adults/>

Definitions as Referenced in this Article:

The following definitions were created by Nick Walker, of neurocosmopolitanism.com.

Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.

Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.”

Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”

Neurominority, any group, such as people with autism*, which differs from the majority of a population in terms of behavioral traits and brain function

*preferred language … such as autistic people, which…

Top Photo Credit: marekuliasz /iStockphoto Standard License

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The post Ditch Conformity and Hire Divergent Thinkers appeared first on Susan Fitzell.

For divergent thinkers, the pandemic provided an unexpected and unprecedented opportunity to thrive. Radical changes on campus and in the workplace were implemented across all sectors of the economy in response to the nationwide shutdown. With a sigh of relief, neurodivergent (ND) students and employees experienced the benefits of finally having their needs accommodated.

They no longer had to try to fit the mold that often caused them anxiety and stress, a mold that reduced their productivity. This mold was the ‘Culture of Normal’.

The ‘Culture of Normal’ forces neurodiverse thinkers to fit into a work culture that is often in conflict with the way their brains work. The sensory overload of open office environments, noisy communal areas, poor acoustics in classrooms or conference rooms, and large noisy cafeterias are exhausting and stressful. This mismatch to their neurodivergence reduces productivity.

It’s no secret the pandemic has had devastating consequences. It only takes a few seconds of scrolling the internet to discover dooming statistics of the coronavirus outbreak.

Yet the pandemic showed us that humans have an incredible ability to adapt to extreme circumstances. From moving to a virtual workspace to adapting various safety strategies, society has proven its ability to make accommodations when it needs to.

Many of these accommodations are ones that neurodivergent folks have been asking for throughout the years. Teachers or employers rarely felt these accommodations were fair or appropriate, let alone possible.

The pandemic showed us the opposite; accommodations are fair, and everyone benefits from the flexibility these necessary changes allow. Quarantine accommodations were fundamental because we had no other options. And contrary to what the decision-makers believed; they were possible.

Things that we were told were impossible were now imperative to continue doing business.

Let’s take a look at how the primary pandemic-induced accommodation of working from home has benefited neurodivergent thinkers.

Going Virtual: Sensory Relief for Neurodivergent Students and Workers

For ND individuals, the most significant impact of the pandemic has been in the way they attend school or work. Moving to a virtual environment was an accommodation that was difficult for a lot of people, but many ND students and workers have thrived.

Going virtual through remote learning or workspaces allows the neurodivergent person to do their work in an environment in which they are comfortable. While change and adaptability can be extremely difficult for ND people, certain aspects of the move proved to be quite helpful.

Sensory Overload

Sensory environments can more easily be controlled at home. At school or work, background noise, bright lights, and chatter are next to inevitable. What can be even more frustrating is that these stimuli cannot be controlled.

In a home environment, however, it is easier for ND individuals to create a space that suits their personal needs. For example, they can have dimmer lights or quiet study space.

Social Interaction

There is a certain subsection of ND thinkers who find social interaction to be a challenge.

In a virtual space, neurodivergent folks are much more in control of when they take breaks, whether they’re called on to speak, and when they choose to interact with their peers. Of course, it’s not wise to become completely isolated, but regaining a sense of independence and personal power in social situations can make a world of difference for divergent learners.

The ability to turn one’s camera on or off as desired allows those who struggle with eye contact and body language to do what’s most comfortable for them. For those who need to constantly monitor their own facial expressions and body language, it can be onerous to do so while concentrating in a school hall lecture or a workplace meeting. Virtual spaces allow ND thinkers to take breaks from social self-monitoring.

What is “social self-monitoring” and why is it necessary?

Consider stimming. Stimming is a common form of self-expression attributed to the autistic community. But did you know that we all stim? We all do repetitive behaviors to calm ourselves. For some of us, it’s shaking our leg. For others, it’s biting our fingernails or twirling our hair.

Stigma still exists around stimming, unfortunately, and ND people often feel judged if exhibiting these behaviors in public. Most of us can pick up social cues to let us know when our behavior is disruptive or annoying but for people with autism, picking up social cues and being able to stop is a challenge, if not impossible.

Going remote creates a private space and removes physical barriers for stimming.

Physical Comfort

There are other behaviors that may not be socially appropriate in the school or work environment but are natural and soothing for a ND thinker. These have to do with the actual physical comfort of the person and their ability to focus.

A university student, for example, may choose to pace around while listening to a lecture. This is a self-stimulating behavior that many in the autistic spectrum find calming. Pacing around while listening to a lecture would be quite impossible, or at the very least, difficult, in the confines of a classroom.

Working remotely also allows divergent thinkers the ability to choose how and where they sit or stand to work. Standard desks can feel like a cage to an ND person. Having the freedom to decide how to work allows a neurodivergent student or worker a better range of motion and the freedom to meet their physical needs.

Focus and Attention

Finally, in a virtual workspace or classroom, those with attention difficulties have the freedom to take short brain breaks without fearing judgment or unpleasant consequences. For those with Attention Deficit Disorder (ADD), with or without hyperactivity (ADHD), these breaks can include leaving their workspace altogether if needed. Ultimately, this space to rest the brain and refocus helps some ND folks be more productive.

On the flip side, autistic people or those with AD(H)D, often hyperfocus on projects. When this happens, they keep going for hours on end, sometimes without even stopping to sleep. Breaking this focus is disruptive to their flow and productivity. Yet, in most university settings or corporate spaces, it’s impossible to hyperfocus for twenty consecutive hours.

Remote learning and virtual workspaces are the perfect accommodation for ND students and workers who face challenges with the “culture of normal” when it comes to their individual way of focusing.

A Silver Lining for Neurodiverse Thinkers

The pandemic has forced everyone to shift focus and reassess their priorities. We have seen the development of greater empathy for humankind and human differences. As the world changed, our perspective changed.

As we all wrestled with reorganizing our lives, even the most neuro-typical “normal” person found themselves in need of certain accommodations.

Many of us needed extended deadlines or flexibility in school or work attendance. Considering the circumstances, university professors and workplace supervisors were more willing than ever to allow accommodations that support people’s success.

The unprecedented challenges of the pandemic have led business and academic leaders to understand that those accommodations once thought unfair, inappropriate, or impossible are indeed feasible. Many of those quarantine-induced accommodations that benefit neurodivergent thinkers have become normalized.

Post-pandemic, it may be more socially acceptable to ask for the help that we need. There’s less stigma to being different. With the new “normal” of creative accommodations, we are all more successful in reaching our goals, whether it’s at the university level or in the corporate space.

When everyone realizes that accommodations bring out the best in us, it reduces the stigma and labeling that often results when they are requested exclusively by neurodivergent individuals.

A New Post-Pandemic Reality for the Neurodivergent Community

The pandemic forced us to break down the “It’s always been done this way” barrier to accommodations.

In the post-pandemic hybrid approach that universities and corporations are considering, it will be useful for divergent thinkers to have the option to choose between learning or working from home or in person. Such flexibility will allow the neurodivergent community to regain a sense of control and agency in their coursework and careers.

Overall, the pandemic has offered an opportunity for all of us to learn. It’s shown us that we can create a world in which all types of neurodivergence are welcome and accommodated. The world has proven its incredible ability to adapt. The time is now to create a future that is inclusive to all.

References

Canoníco, E.and Lup, D. (August 28th, 2020) Could telework benefit organizational neurodiversity? Retrieved July 14th from http://eprints.lse.ac.uk/106319/1/businessreview_2020_08_28_could_teleworking_benefit_organisational.pdf

Keegan, M. (May 13th, 2020) Why coronavirus may make the world more accessible. Retrieved July 14th from https://www.tronviggroup.com/workplace-empathy-during-covid-19/

Nijhof, A. Oomen, D. and Wiersema, J. (March 3rd, 2021) The psychological impact of the COVID-19 pandemic on adults with autism: a survey study across three countries. Retrieved July 14th from https://molecularautism.biomedcentral.com/articles/10.1186/s13229-021-00424-y

Definitions as Referenced in this Article:

The following definitions were created by Nick Walker, of neurocosmopolitanism.com.

Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.

Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.”

Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”

Neurominority, any group, such as people with autism*, which differs from the majority of a population in terms of behavioral traits and brain function

*preferred language … such as autistic people, which…

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CLICK HERE to visit the articles page.

 

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Bring Susan Fitzell, M.Ed., CSP
Top Neurodiversity Speaker
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The post How Quarantine Accommodations Benefit Neurodivergent People appeared first on Susan Fitzell.

Fostering diversity and promoting inclusion is an essential component of organizational culture. Most of us are familiar with diversity in gender, race, and physical disabilities. When I mention neurodiversity to people, most often the response is a puzzled look and a question.

“What is neurodiversity? I’ve not heard that term before.”

Neurodiversity is diversity of cognition: neurological differences in how the brain functions. Stated in plain language: Differences in how people think, process information, and communicate. Current interest in increasing innovation and problem solving on teams has this topic trending upwards. Research on neurodiversity initiatives is showing them to be successful.

Inclusion of divergent thinkers is an area that is crucial for conversation. This is because, without thoughtful implementation, the results can be devastating for both companies and individuals.. Some neurodivergent employees have already been casualties of good intentions in companies that have not carefully implemented these initiatives.

The reality is that most companies have neurodivergent thinkers already in their ranks. The overwhelming majority of those employees are in hiding. They are invisible and unlabeled.

Understanding the Difference Between Diagnostic Labels and Stereotypes

Autism, ADHD, and Dyslexia are the most common forms of neurodivergence. Yet, Tourette’s syndrome, Dyspraxia, Dyscalculia, Epilepsy, and Dysgraphia are also forms of neurodivergence.

Consider that popular culture, through music, film, and social media has created a romanticized view of autistic people. Examples include Sheldon Cooper — Big Bang Theory, Max Braverman — Parenthood, Shaun — The Good Doctor, Sam — Atypical, and Adam Raki. What’s key is that the diagnostic label does not represent the entirety of a person’s personality and abilities. Because of this, it’s important to not make assumptions based on stereotypes.

Neurotypical (NT) is a term coined to represent the opposite of neurodivergent (ND). Because of misinformation and/or conflicting information about neurocognitive differences, neurotypical people might draw incorrect conclusions about how to accommodate neurodivergent peers. Conclusions are often based on minimal knowledge gleaned from entertainment stereotypes.

No two ND persons are the same. Some people are complex and have more than one variant of neurocognitive functioning.

Approaches to Avoid Stigma and Labeling of Neurodivergent Employees

It follows that true inclusivity is not achieved through a ‘one size fits all’ approach. Rather than consider a job prospects’ specialization and skills, employers are often quick to dismiss their candidacy because of their social challenges.

Neurodivergent thinkers are often labeled as ‘disabled’ when, in fact, their abilities are only limited in certain areas. A better term might be ‘differently-abled’.

On the job, NDs often tend to rely on coping mechanisms they’ve learned over their lifetime. They use what they’ve learned to avoid the stigma and discrimination of coworkers. When they pull this off, their difference is invisible. It’s a hidden diversity. The downside is that they often hide their brilliance in the process. They fear their unorthodox solutions and creative ideas will be rejected. Or, they already have been. The take-away is to understand that neurodivergence exists in your company already.

Seven out of ten neurodivergent workers have faced discrimination in the workplace. Seventy-three percent do not disclose their condition or diagnostic labels because of their fear of discrimination. (The Westminster AchieveAbility Commission for Dyslexia and Neurodivergence, Neurodiverse voices 2018).

Yet, JPMorgan, Google, SAP, Ford, and Ultranauts are trailblazers of the corporate inclusion of neurodiversity. James Mahoney, Executive Director and Head of Autism at Work for JPMorgan Chase said in an official statement, ‘Many autistic people are simply brilliant people — highly educated, highly capable, detail-oriented, yet unemployed,’ adding, ‘I firmly believe that companies could always benefit from having employees who see things in an unconventional way, which is something to remember any time an individual on the spectrum is seeking a job.’

Neurodiversity and Discrimination in the Workplace

Although well intentioned, some team leaders may, intentionally or not, base their decisions and accommodations on assumptions and stereotypes fueled by popular culture. Consequently, attempts to support neurodivergent employees may not be what the individual needs to function at optimal productivity. In some cases, uninformed attempts to support divergent thinkers may even be considered discriminatory.

Discrimination in the workplace may occur directly or indirectly and may lead to harassment and victimization. Direct discrimination is when a neurodivergent person gets treated negatively compared to other workers. Indirect discrimination is when a policy or practice presented as neutral puts neurodivergent employees at a disadvantage.

When the needs of these employees are not given proper consideration, indirect discrimination occurs. Examples include:

1. Not making accessibility options available during presentations or meetings.
2. Refusing a request to provide a quiet, distraction free space to work in a department that has an open office environment.
3. Dismissing ND’s concerns about privacy, security, or anxiety by insisting on the status quo.

Discrimination may take the form of harassment. For example, when colleagues violate the ND worker’s dignity, are hostile, degrading, or offensive towards the ND individual.

Thomas Armstrong, author of, “The Power of Neurodiversity”, maintains that employers unintentionally exclude or discard notable talent in neurodivergent people. Stereotypes and stigma surrounding neurodivergence create more limitations than the divergent cognitive function.

Educate Yourself and Your Employees.

Some of the best ways to avoid stigma while implementing neurodiversity at work include:

• Take time to research all types of neurodivergence.
• Learn the appropriate terms and context of use, to avoid indirect labeling or discrimination at work.
• Consult with experts in the field of neurodivergence when establishing procedures and promoting inclusive culture. Ask what works and what doesn’t work.
• Establish protocols for communication that foster psychological safety for all employees, including neurodiverse teams.

At Ultranauts, a software testing company, new employees, whether neurodivergent or neurotypical, are provided with a BioDeck, which is a guide to the rest of the team. The BioDeck contains twenty-eight data points on each individual, including their preferred communication channels.

This approach honors neurodiversity, prevents indirect discrimination, and encourages every new employee to feel recognized and supported by the company without setting anyone up for discrimination.

Provide Training and Experiences with Neurodiversity

Ensure that recruiters, interviewers, and human resources personnel get appropriate “neurodiversity” training. There are nuances we must understand when working with ND’s that are not included in most diversity courses. It’s important to understand how literal ND’s may be (so don’t expect that they’ll understand sarcasm). Learn about appropriate accommodations and options for effective, and flexible communication. Remember to look beyond the social constructs to the skill and benefit this hire would provide the organization.

Training should equip leaders to identify and address any issues that may occur within the organization that impact their ND colleagues.

Conclusion

There’s more to success than the obvious physical accommodations necessary to support a neurodiversity initiative. It’s essential to create a psychologically safe environment for neurodiversity to flourish. It is possible for organizations to promote neurodiversity and inclusivity if they recognize and address the negative impact of stigma, labeling, and discrimination when these issues occur.

Accommodating differences, celebrating abilities, and enhancing diversified teams is key to achieving collective success.

Sources

• GMB Union — Neurodiversity in the workplace First edition (2018)
• ARMSTRONG, T. (2011) The power of neurodiversity: unleashing the advantages of your differently wired brain. Boston: Da Capo Lifelong Books.
• The Westminster AchieveAbility Commission for Dyslexia and Neurodivergence, Neurodiverse voices: Opening Doors to Employment, January 2018 –
• How JPMorgan Chase’s Autism at Work Program Is Helping to Win Top Tech Talent

Definitions as Referenced in this Article:

The following definitions were created by Nick Walker, of neurocosmopolitanism.com.

Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.

Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.”

Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”

Neurominority, any group, such as people with autism*, which differs from the majority of a population in terms of behavioral traits and brain function

*preferred language … such as autistic people, which…

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Why being labeled as neurodivergent can be a career killer — and a personal burden

I strongly dislike labels. I’m putting that right up top, so I can explain why..

As a former teacher, I understood both the advantages and disadvantages of labeling students. In adulthood, especially in the workplace, labeling can be much more problematic.

With neurodiversity initiatives being embraced in companies worldwide, labeling seems to be in vogue — at least in the executive suite. At the employee level, it’s not nearly so popular.

Just a few days ago, Elon Musk worked a mention of his Asperger’s disorder into his opening monologue on Saturday Night Live. “I’m the first person with Asperger’s to host SNL … or at least the first to admit it,” he said.

His quip revealed a truth that many companies don’t catch on to: Most employees who were labeled in school with learning disabilities do everything possible to hide those labels in their adult life.

Yet it seems as though many companies want to fly the banner and shout out to the world that they are embracing neurodiversity. In their efforts to do so, they are creating new labels to identify and classify neurodivergent workers and new hires. While this can be helpful when teaching neurotypical employees and managers about neurodivergent colleagues, in many cases companies are:

1) struggling to get the labels right,

2) unwittingly creating a subgroup in the workspace that may not appreciate being put out on display, and

3) are totally oblivious to the neurodivergent thinkers who have been hiding in their ranks for decades.

The Power of A Word

Words aren’t just placeholders, Psychology Today points out. They determine what we see and therefore influence our mental set. Our mental set influences our response to situations and people. That’s why we must be careful before labeling a person as either neurodivergent or neurotypical.

And here we are, poised to take steps forward in a neurodiversity initiative while occasionally taking a step back as we sort these dynamics out. To be clear, there is much controversy over these labels.

There are people who are gifted who are furious that the “gifted label” is being used interchangeably with “autistic.” Not all people in the autism spectrum are gifted, and not all gifted people are in the autism spectrum. There’s also controversy over whether we should say “autistic people” or “people with autism.” And then we have the challenge of understanding that neurodiversity includes divergent thinkers who may not be autistic at all. They might have dyspraxia, OCD, dyslexia, ADHD, etc. Wait! They might not even have a diagnosed cognitive issue!

There are people who believe that Silicon Valley was started by divergent thinkers and people in the autism spectrum. I’d like to point out that none of these brilliant technology wizards like Musk or Bill Gates were labeled when Silicon Valley became the hub of technological innovation.

I find it fascinating that now, many of these technology corporations recruit and hire round pegs that fit in round holes. They use artificial intelligence to filter out resumes eliminating potential brilliance. And now, faced with stagnating creativity, some are beginning to institute neurodiversity initiatives to try and get that spark of brilliance and innovation more often found in square-peg thinking back into those same corporations.

Human beings are fascinating creatures, aren’t they?

New labels, same people

I’ve never really liked the label “neurodivergent.” I prefer “divergent thinker,” even though neurodivergent is the more accurate definition. It’s human cognition that differs in mental or neurological function from what is considered typical or aligned to cultural norms. It’s frequently used to reference autistic spectrum disorders, even though it can be applied to other disorders like dyslexia.

But if you think about the word — neuro-DIVERSITY. Diversity of thinking. Diversity of how brains work. It’s really about divergent thinking. But it’s being increasingly used as a generic label that assumes all neurodivergent people are autistic.

In the admirable move toward creating a more inclusive, rounded, innovative, workforce, companies may unwittingly be doing more harm by using labels that create assumptions in the minds of their neurotypical workers.

And what will diverse thinkers do if they believe they’ll be labeled and treated differently from their peers? They may just shrink into the shadows, or be ignored or marginalized by their peers and managers. They may be laid off and have trouble finding another job — because of a label that their employer decided would be great for the company.

In fact, an October 2020 survey of U.K. managers by the Institute of Leadership & Management found that half of those leaders would not hire a neurodivergent person. “Most employers are scared to hire neurodivergent people as they only calculate the risks based on the deficits of the condition,” said Claire Smith, CEO of Autistic Nottingham, about the report.

How do you think this deficit mindset affects neurodivergent employees? Many of them are already painfully aware of this type. They experience it in every aspect of their life. Even worse is the feeling that they are socially excluded by their peers, something the ILM report also noted. Labeling isn’t going to help them in this case.

It’s important to be informed about these concerns before applying labels to neurodivergent employees or calling them out to their peers. Companies must develop a solid strategy for implementing programs that truly support neurodivergent employees — divergent thinkers — rather than just following a fad.

Definitions as Referenced in this Article:

The following definitions were created by Nick Walker, of neurocosmopolitanism.com.

Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.

Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.”

Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”

Neurominority, any group, such as people with autism*, which differs from the majority of a population in terms of behavioral traits and brain function
*preferred language … such as autistic people, which…

References:

Dias, J., & Altman, D. (2020, December 1). Psychological safety: an overlooked secret to organizational performance. Retrieved February 7, 2021, from https://www.chieflearningofficer.com/2020/12/01/psychological-safety-an-overlooked-secret-to-organizational-performance/?utm_source=ActiveCampaign&utm_medium=email&utm_content=Child+Care+Isn+t+the+Only+Caregiving+Crisis+Affecting+Women+in+the+Workforce&utm_campaign=CIR_TM_TM+Weekly_011121&vgo_ee=s4q7bRd6TToZi0%2BuTKKoI4YYrEQCx9MwF%2Fra7Q6l2HE%3D

Fitzell, S. A. (2021, January 26). What Is Neurodiversity in the Workplace? | The Learning Strategist IQ. Retrieved February 7, 2021, from https://medium.com/the-learning-strategist-iq/what-is-neurodiversity-in-the-workplace-and-why-do-i-need-to-know-95dfac06cb02

Fostering neurodiversity in teams | Nesta. (n.d.). Retrieved February 7, 2021, from https://www.nesta.org.uk/feature/innovation-squared/fostering-neurodiversity-teams/

Meehan, L. (2020). What is Neurodiversity and How does it Benefit Business · CPL. Retrieved February 7, 2021, from https://www.cpl.com/blog/2020/05/what-is-neurodiversity-and-how-does-it-benefit-business

Neurodiversity at work | Acas. (n.d.). Retrieved February 7, 2021, from https://archive.acas.org.uk/index.aspx?articleid=5858

Neurodiversity Hiring Initiatives & Partnerships. (n.d.). Retrieved February 7, 2021, from https://askearn.org/topics/neurodiversity-in-the-workplace/neurodiversity-hiring-initiatives-partnerships/

Sherwood, G. (n.d.). Cultivating Uncommon Human Intelligence — Engaging Exceptional Minds. Retrieved February 7, 2021, from https://gordsherwood.ca/

Smith, T. (2021). Why Hiring Upside Down Thinkers Is a Competitive Advantage. Retrieved February 7, 2021, from https://www.additudemag.com/workplace-neurodiversity-benefits-adhd-talent/

Woo, E. (2019, October 25). Workplace Neurodiversity | Autism at Work | SAP News Center. Retrieved February 7, 2021, from https://news.sap.com/2019/10/workplace-neurodiversity-autism-at-work-program/

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Ben was working in sales for a very well-known company. He always knew he was a slow reader, but didn’t know why. When his daughter was diagnosed with dyslexia, he realized that he also had dyslexia. He saw that she experienced the same struggles that he dealt with when he was in school. It never occurred to him that he might have a learning disability.

He was successful at hiding his learning disability for decades until his company shifted toward a learning management system (LMS) to deliver information about new products more quickly. The new LMS required employees to take computerized tests in order to be certified to sell the new products.

As Ben was taking these tests, the numbers and letters were flipping, turning backwards. When he brought the issue to senior management, begging for alternative learning options, he was turned away.

As a result, after being one of the top performing sales reps for years, he got a less-than-stellar performance review. These tests cast a glaring light on his dyslexia.

A Missed Opportunity

Eventually, he felt he had no choice but to find another job with a company that was more flexible and willing to work with him despite his learning disability. His now former company, one that was spearheading an initiative to hire neurodivergent employees, let one of their top-performing neurodivergent sales reps go out the door. What a senseless loss to the company and to the employee!

Learning disabilities are more common than one might think: Some studies suggest that over 10% of adults have been diagnosed with some form of learning disability. Many more struggle all their lives undiagnosed. Learning disabilities follow individuals from school to work. This matters because when companies fail to recognize that the path to learning is not the same for everyone, they lose valuable employees, even their top performers. Worse, they often lose seasoned employees and decades worth of acquired institutional knowledge because of a system change that requires upskilling.

It’s very expensive for a company to find and replace talent. Companies which don’t recognize that there are many ways to teach their employees will continue to lose great talent.

Pay Attention to People, Not Numbers

Sadly, companies often embrace initiatives like LMS in an effort to save money by bringing in systems that use algorithms and artificial intelligence to determine whether an employee is hitting the mark. When salespeople pitch these systems they glorify numbers that present a picture of substantial savings.

However, what is often missing from that colorful pie chart is the cost of replacing hard-working, loyal employees lost due to the lack of personalization, human understanding, and people-centered problem solving in their LMS metrics.

The cliche that one hand doesn’t know what the other hand is doing might be appropriate here. So often, companies make decisions in silos. Ben’s manager saw his value. She knew that he was one of their top performing sales reps. Yet, because of policies regarding how people were certified to sell the new products, her hands were tied. She knew he could sell the product better than anybody else in the department. He just could not demonstrate his understanding on a standardized test.

The number crunchers, who were purely looking at the test scores, didn’t see Ben as a human being who was bringing profit to the company. They only saw him as a number on a spreadsheet.

Finding the Person in the Middle

So, what’s the solution? That answer, unfortunately, is not simple. And the larger the corporation, the more complicated it gets. Possibly, it starts with a company culture that is more people-centered and less numbers-centered. Yes, profit is important, however, “It doesn’t take long before the employee is seen and treated as a cog in the machine. They feel like second class citizens — not unique, creative beings capable of great things.” writes Jeb Banner, in Four Ingredients for a People-Centered Workplace.

For Ben, the only solution available to him was to leave a company that he loved and that had profited from his hard work for years. He took his talent, his experience, his knowledge of the company, and his sales contacts and went to work for a competitor. That is not the scenario any company hopes for when they implement an LMS or some other performance-measurement initiative.

Has your company experienced this issue? Are you wrestling with the problem of good employees walking out the door because of a policy change or new performance initiative? Tell me about it in the response section.

If you liked this article, you might also like My Employee is Both a High Performer and Under Performer! (And How That Can Happen)

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