Harris said: “It’s really critical that companies create a culture that embraces all neurotypes and take steps to break down stigma, look at systemic ableism within their processes, and help allies really look at their own internalised ableism”.
Harris founded NiB to tackle stigma that those who have neurodiverse conditions, including mental health conditions, often face, and develop greater understanding between neurodiverse population, most of whom have immense skills to offer, and employers.
NiB works with volunteers to carry out research into neurodiversity and some of these volunteers have voiced their experiences regarding what helps them in the workplace.
Harris said: “NiB volunteers, many diagnosed with ADHD themselves say that there are stereotypes about what ADHD is, including that people with ADHD cannot effectively complete tasks, or that they do not work as hard as their neurotypical peers.”
Recommendations
Some of the recommendations that volunteers have made include regular training and education. He explained:
1. Workplace training has many benefits in educating people. Neurotypical colleagues can make the workplace better for their neurodivergent peers by prioritising tolerance and understanding.
2. “Accommodations (reasonable adjustments) and flexibility are keys to enabling what works best for peoples’ timelines.
3. “Employers also can learn about neuroinclusive language and the strengths that neurodivergent employees bring to the table. Awareness and education are very important. Harris said: “If you don’t know ADHD is a thing, you might think a person is strange. Not everyone has the same communication and education styles. Some like quiet spaces.”
4. Education is helpful and making people aware of differences.
In the report, two volunteers described their experience of working.
One volunteer, called KW, said: “I work from home all the time and it is hard to concentrate – there are many distractions at home, and I end up ‘hopping’ between activities, which is inefficient. I miss the sense of being in a team and I also miss guidance from the structure. I have learned that the key is to establish a routine”.
Another, known as LM, said: “I work from home as part of a mostly remote and dispersed team. We were in-office pre-Covid.
"It was a revelation being able to control my environment. I didn’t realise how much energy I was expending dealing with sensory stressors until I suddenly did have to anymore.
"However, as an introvert and someone who generally gets straight to the point/straight to work, I find it gets lonely sometimes.
"I sit in virtual meetings all day but sometimes end the day feeling like I didn’t really talk to anyone. That’s fine sometimes, but over time my ADHD inertia gets the best of me, and I’ll realise it’s been ages since I had a fun conversation at work.
