Lovewell-Tuck from Employee Benefits writes how Financial Services company Cumberland Building Society has developed a Neurodiversity tool kit.
Neurodiversity can be defined as a term to include people who may have a condition like autism who are likely to process information differently to people without a diagnosis.
Cumberland developed this toolkit, lead by a neurodiverse HR Coordinator. This shows how it takes 1 person to put forward a business case and drive a cultural change and take steps to making work a more inclusive environment.
Does your workplace have a neurodiversity toolkit?
Employee Benefits’ Webber wrote the definition of disability under the Equality Act is a physical or mental impairment that has a substantial and long-term effect on their ability to carry out daily activities. Webber added an employment tribunal has ruled that stress can be considered disability without a formal mental health diagnosis from a doctor.
This is a huge development for neurodiversity, people’s rights, mental health and protection in the workplace. The implication is that protection can be accessed without facing the barrier of a waiting list for diagnosis. The statistics capture 1/4 have mental health, however given the rise in neurodiversity, undiagnosed conditions and generational trauma, this figure may be as high as 3/4 of people have mental health. Therefore, knowing what protection is available is paramount to maintaining employee rights in the workplace.
In the face of growing pressure at work at all levels, what steps are you willing to take for your rights to be upheld?
Employee Benefits’ Wickens wrote how 42% of employers plan to reduce flexibility for staff in 2024. This is a shame because it could alienate people from jobs, even careers that they are able to access through the current levels of flexibility.
Reducing flexible working trends could make jobs with flexible working arrangements more attractive. Similarly, this could make companies who intend to continue flexible working more attractive to candidates.
Personally, as I have progressed in my short career, flexible working is something I keep a keen eye on when applying, and expect that to continue to be the case, especially as someone with neurodiversity.
Sensory overload or senses being overwhelmed may be something more acute to people with neurodiversity than neurotypical individuals. Sensory overload may be likened to what it’s like waking up with a headache and the world continuing to be as fast paced as ever with construction work, perhaps a neighbour mowing the lawn, or a flatmate clattering in the kitchen. Needless to say overload negatively affects mood. As someone with neurodiversity, sensory overload is something I contest with regularly and have put several measures in place to overcome these challenges. I’ve experienced sensory overload in my hobby (swimming), in public (crowds or in company of those who are not inclusive) and during events (like fireworks).
Swimming brings sensory overloads in multiple forms. For example, if wearing the wrong googles, the lights in the building may not be dimmed enough equally, it could be dimly lit and make it hard to see in the pool. Moreover, there can be multiple whistles being blown which confuses accurate auditory processing. Similarly, during competitions, there are loud buzzers and often a hot environment which are two big barriers to optimal performance. Therefore in collective environment where hobbies occur, the environment can be overwhelming.
Conversations can create processing overload. For example, if relaxing and enjoying the passage of time and someone is looking for a superficial conversation, this can take away creativity and focus and onto the demand of external dialogue and masking. Masking being the way neurodiverse people present themselves to fit in to a neurotypical society, as opposed to replying authentically which may come across unintentionally rude. This shows how communication with people we are not well informed about disabilities can unintentionally cause sensory overload by engaging in dialogue that doesn’t serve to benefit the person with neurodiversity.
Celebratory events such as new years’ fireworks can cause auditory overload. A good example of the effect this can have on people with neurodiversity is the way a young puppy may react to nearby fireworks, visibly distressed, anxious and fearful. This can be because the level of noise is way beyond acceptable limits. Therefore festive periods are not always positive.
To consider education and work, exams and interviews can be highly overwhelming. For example, dealing with the pressure to perform and feeling heightened need to proof oneself against neurotypical peers despite the biased assessment methods that often do not have adjustments in place. This can be especially rife for people who do not have a diagnosis. Another example could be the noise of a pen dropping in an exam or interview can feel like the physical sensation of being slapped in the face. There is a physiological response to external influences. Demonstrating how stressful scenarios can induce feelings tenfold.
Overall, sensory overload is normally caused by external factors. These factors are present in most, if not all areas of life, such as being in the community, communicating, social occasions and events, but also education and work. Respecting people’s adjustments, boundaries and preferred communication methods are so important to giving everyone the chance to flourish.
Ford have created dyslexia friendly pension communication and are looking at inclusive end to end recruitment practices from job advertisement to induction.
Including a diverse workforce is important for innovation, inclusion and productivity.
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