Next week is Neurodiversity Celebration Week, a time to challenge those outdated myths about neurodiverse conditions like ADHD, dyslexia, autism, and other neurodevelopmental differences. It’s time to rethink the way we see the brain!
At On Verve, we’re all about creating an environment where everyone, no matter how they think, feels supported and celebrated. We’re proud to offer a space where our team can freely share their unique needs and feel confident being their true selves at work.
In today’s world, inclusivity isn’t just important; it’s essential. While conversations often centre around race, gender, and culture, neurodiversity, the diverse ways we think, learn, and process information, often doesn’t get enough airtime.
Neurodivergent individuals, whether with autism, ADHD, dyslexia, dyspraxia, or other cognitive variations, bring fresh perspectives, creativity, and talents that enrich any workplace. But without the right understanding and support, they can face challenges.
In this blog, we’re diving into some top tips for working with neurodivergent colleagues, smashing those stubborn myths that get in the way of inclusion, and hearing from a few of our awesome neurodivergent DayMakers who make our team stronger every day!
Top tips for supporting neurodivergent colleagues
Embrace different communication styles
Neurodivergent colleagues may prefer written communication over face-to-face chats, need extra time to process information, or communicate in a more straightforward way. Rather than assuming everyone communicates the same, ask your colleagues how they prefer to engage, and be open to adjusting your style.
Fara Painter, Operations Support, who has dyslexia, shares her perspective:
“Personally, I prefer face-to-face conversations, followed by clear action steps if necessary. Even three years into my career, I still find myself reading and rewriting the simplest emails multiple times—sometimes even asking others to cross-check them if I don’t feel confident. And that’s perfectly okay. It’s important to be comfortable asking for help when needed and to embrace challenges, like minute-taking, even if it’s not your strength.”
Be clear and specific
Vague instructions? A recipe for confusion! Try to be as clear as possible when giving instructions. Provide step-by-step guidance, set clear expectations, and outline deadlines explicitly. A quick email summarising key points from a meeting can work wonders.
Ellie Atkinson, DayMaker, who has ADHD, highlights the importance of clarity:
“When given a task or a project, having clear instructions on what needs to be done helps my already manic brain focus however, being trusted to complete the task in a way that works for me and gets my creativity flowing is equally important! Finding a happy balance between these two is key, and often, this balance flows quite easily between my manager and me.”
Respect sensory needs
Many neurodivergent people are sensitive to sensory overload, like bright lights, loud noises, or crowded spaces. If possible, offer quiet workspaces, noise-cancelling headphones, or the option to work remotely when necessary.
Ellie also shares her experience with sensory challenges:
“Having ADHD also means that I struggle to filter out background noise, this can often lead to frustration and sensory overload; to combat this, I’ll often find a quieter space to complete things that require a little more concentration. Having the option to use practices like this help massively with taking pressure off, as Neurodiverse individuals can often suffer with toxic perfectionism issues.”
Focus on strengths
Neurodivergent colleagues often have exceptional skills, whether it’s creativity, a laser focus, pattern recognition, or problem-solving. Instead of focusing on potential challenges, think about how their strengths can be harnessed to benefit the team.
Fara adds:
“For a long time, I viewed dyslexia as a weakness rather than a strength. However, over time, I’ve come to realise that it has played a significant role in shaping my resilience and determination. Because of dyslexia, I’ve learned to approach challenges from unique perspectives and think outside the box when solving problems.”
Offer flexible working arrangements
Not everyone thrives in a traditional 9-to-5 setting. Some neurodivergent colleagues might perform best with flexible hours, remote work, or workload adjustments. Flexibility can make a big difference in helping them thrive.
Avoid making assumptions—just ask
Remember, every neurodivergent person is different. What works for one person might not work for another. So, instead of assuming what they need, simply ask, “What can I do to support you better?”
Foster an inclusive culture
Take the time to educate yourself and your team about neurodiversity. The more we normalise conversations about accommodations, reduce stigma, and offer resources, the more inclusive and supportive our workplaces can be for everyone.
Fara emphasises the importance of neurodiversity education:
“It is incredibly important to educate yourself on neurodiversity, especially as our world continues to grow more diverse. According to research from Cambridge University’s NHC, approximately 1 in 7 people are part of the neurodiverse community. Understanding neurodiversity is not just about awareness—it’s about fostering a more inclusive and empathetic environment for everyone.”
Ellie echoes this sentiment, emphasising the need for long-term change:
“Moving forward, we must focus on creating an inclusive and safe space for individuals to thrive and grow in their own way; we do not live in a one-size-fits-all society. I love that companies are starting to recognise this and implement changes that will shape future generations.”
Common misconceptions about neurodivergence
Despite growing awareness of neurodiversity, several misconceptions persist that can lead to misunderstandings and exclusion in the workplace. These myths can create unnecessary barriers for neurodivergent individuals and prevent them from reaching their full potential. By addressing and debunking these misconceptions, we can foster a more supportive and inclusive work environment for everyone.
Misconception: “Neurodivergent people lack social skills.”
Reality: Many neurodivergent individuals communicate and socialise in ways that might be different but not wrong. They might prefer deep, meaningful conversations over small talk or need breaks from social interactions. Understanding and respecting different ways of engaging can benefit everyone.
Misconception: “They can’t handle high-pressure jobs.”
Reality: Neurodivergent people can thrive in high-pressure environments with the right support. Some excel in structured roles that require focus, precision, and problem-solving skills. With the right adjustments, they can succeed just like anyone else.
Misconception: “All neurodivergent people are the same.”
Reality: No two neurodivergent individuals are alike. Conditions like autism, ADHD, and dyslexia can manifest in unique ways. What works for one person may not work for another, so it’s essential to tailor support to the individual.
Misconception: “They just need to try harder.”
Reality: Neurodivergence isn’t about effort; it’s about differences in the brain. Providing the right accommodations is crucial for helping neurodivergent colleagues perform at their best, just like anyone else in the team.
Misconception: “Accommodations give neurodivergent employees an unfair advantage.”
Reality: Accommodations aren’t about giving anyone an edge; they’re about creating a level playing field. Whether it’s flexible deadlines or alternative communication methods, these small changes help neurodivergent employees perform at their peak, which benefits the entire team.
Embracing neurodiversity in the workplace is a win for everyone. By fostering a culture of understanding, offering practical accommodations, and dispelling misconceptions, we can create an environment where neurodivergent individuals feel valued, supported, and empowered.
After all, neurodivergent colleagues bring innovation, creativity, and fresh perspectives that can take teams to the next level. The more we learn and adapt, the stronger and more inclusive our workplaces become.
