How to make a company neuro-inclusive?
Summary
To create a neuro-inclusive company , it is essential to implement reasonable accommodations that meet the individual needs of neurodivergent employees, such as changes to environmental stimuli, flexible schedules, and clear communication. These accommodations, which include neurodiversity training and the creation of adapted work environments, benefit both employees with disabilities and the entire organization without representing a significant cost. Active employee participation in identifying barriers and consulting on their preferences are fundamental to the success of these measures. Furthermore, regular reviews should be conducted to evaluate the effectiveness of the accommodations, and external resources are available to support neurodivergent employees. Ultimately, implementing reasonable accommodations facilitates the inclusion and optimal performance of individuals with autism spectrum disorder in the workplace, resulting in overall benefits for the company.
Accepting neurodiversity is a major step towards achieving the goal of being considered a " neuro-inclusive company ," with all the benefits that entails. Companies must offer reasonable adjustments or accommodations so that people with disabilities or neurodivergent individuals can work on equal terms with any other employee; however, they often don't even know what constitutes a reasonable adjustment and lack clear guidance on how to implement these changes in the workplace. Often, these are small modifications, such as adjustments to sound or light stimuli, flexible work schedules, or communication aspects like providing relevant instructions or reducing social interaction. Ultimately, these adjustments typically don't require a large investment ; on the contrary, they are practically free or very low-cost.
Difficulties faced by autistic people in the workplace
In the case of autism, even with information about the disorder, companies often lack confidence in supporting autistic individuals and are unsure of what resources to access. Workplace accommodations vary greatly, as each person has specific needs, but most of the time they are not implemented. This presents a significant barrier to these individuals accessing employment and, if they have obtained it, to retaining it.
To these problems must be added the difficulties that workers with ASD have in relating to their colleagues, but also the lack of knowledge about the disorder, which means that even colleagues have doubts about how they should address them.
Benefits of adapting the work environment
Reasonable adjustments are measures taken to adapt the work environment to the needs of employees with disabilities, thus ensuring equal opportunities and the full performance of their abilities .
Its implementation in the company involves:
- Employee benefits: Reasonable accommodations are changes to the workplace that have a positive impact on employee well-being and performance. They help people overcome barriers and perform their tasks effectively, ensuring equal opportunities.
- No harm to the organization: These measures should not cause problems or excessive costs for the company and should be easy to implement. The aim is to find a balance between supporting employees and maintaining the organization's efficiency.
- Accessibility for all: Reasonable adjustments should be available to all employees, ensuring fair treatment and allowing everyone to work to the best of their abilities.
- Personalization: The nature and extent of reasonable accommodations may depend on each individual. They should be determined through open dialogue between the company and employees, and designed taking into account each person's specific needs; they are individualized.
- Understanding autism spectrum disorder: Autism training is one of the most important adjustments, as it will help all staff members support employees with autism: "If everyone understands the issue, everyone can help." A lack of understanding and knowledge can even lead to harassment. Discussions and conversations between employees and management about strengths, needs, and available support are highly recommended.
Offering peace of mind and flexible hours is important when employees are experiencing anxiety or stress; and having a physical space that helps them relax is very beneficial, especially for autistic people.
- Changes in the work environment: Changes at work are often very helpful, because a stressful environment can greatly complicate the work of an employee with autism. These changes might involve adjustments to communication about the tasks they need to perform so they understand their responsibilities correctly. Or they might involve adaptations to the workplace itself, such as adjusting flashing or bright lights that prevent them from concentrating, as well as reducing noise and commotion by using headphones.
- Providing flexible support for anxiety, stress, and crisis situations: Offering reassurance and flexible schedules is important when employees are experiencing anxiety or stress. Having a physical space that helps them relax is very beneficial for all staff, especially for autistic individuals. Sometimes, they try to hide their stress so as not to bother others or because they fear exclusion. Therefore, it is important to have a good understanding of the individual and the ability to identify when they are in a stressful situation.
- Choosing simple support options: Few managers think about the practical adjustments and the benefits they can bring to the company, considering that most of these adjustments can be implemented at no extra cost: making expectations clear, giving written and orderly instructions, changing the environment, and providing training on autism spectrum disorder.
- Consider the unchangeable and uncontrollable aspects of work: The most difficult adjustments to make are those related to aspects that cannot be easily changed, such as daily routines and unpredictable, unexpected, or new demands that disrupt planned schedules. Routines are also difficult to change in jobs with fixed hours and busy, noisy environments.
Keys to success in the labor market integration of people with mental health problems
How to implement reasonable adjustments in the workplace?
Some tips for implementing reasonable adjustments to facilitate work for people with disabilities, including neurodivergent people, are:
- Identify the barriers that hinder the access, participation, and productivity of employees with disabilities, first, and then seek solutions to eliminate or minimize them.
- Consult with employees about their needs and preferences . Offer them adjustment options that suit their individual situation and needs.
- Provide the necessary resources to make reasonable adjustments , such as equipment, support staff, training, etc.
- Evaluate the effectiveness of the adjustments and make the necessary changes or improvements to ensure their suitability and functionality.
- To raise awareness and train the rest of the employees on the value of diversity and the importance of reasonable adjustments to foster an inclusive and respectful culture.
- Ensure fairness for everyone: for example, if we provide interview questions beforehand to people with disabilities, colleagues may perceive it as unfair to other candidates. Therefore, it's advisable to treat everyone equally.
- Knowing if colleagues have the support they need: Establishing workplace well-being indicators can help identify employees who need more support, ensuring they are integrated, empowered, and comfortable, and preventing their isolation. You may know that a coworker is autistic, but it's not easy to know if they have the necessary support. Furthermore, disclosing their condition is a very personal matter and decision; most people don't feel comfortable communicating their needs and difficulties, making it hard to know if they are receiving the support they require.
- Establish regular reviews: Formal procedures should be in place to assess employee well-being both qualitatively and quantitatively. Regular reviews are necessary to evaluate whether adjustments are appropriate, necessary, and productive.
- Offering resources to support neurodivergent workers: There are resources to support them, local and national entities and charities that promote knowledge, understanding and acceptance of neurodiversity by society.
- Monitoring and measuring the effects of remote work. The impact of remote work on employees with autism is often contradictory: on the one hand, they benefit from being able to control their work environment, which provides them with security and peace of mind, helps them better manage social interactions and sensory demands, and facilitates concentration on their tasks, etc. On the other hand, it hinders their interaction and communication with colleagues and relegates them to social isolation, one of the greatest difficulties they face. Furthermore, virtual communication presents a complex challenge for them to overcome.
Antoni Calvo López
Some reasonable adjustments for autistic people
For employees with autism, the most important reasonable accommodations are very easy for the company to accept and implement. Some of these accommodations may include:
- Adapt the light and control the sound stimuli of the environment.
- Having flexible hours.
- Receive clear instructions and expectations.
- Facilitate relaxation in stressful and anxious situations.
- Flexibility in business travel.
Furthermore, there are many possible changes in the environment and surroundings, thanks to neuroarchitecture studies, which help to control emotions, achieve a state of well-being, interconnecting architecture and psychology.
Some reasonable adjustments for autistic people are as simple as adapting sound and light stimuli, making schedules more flexible, giving clear instructions, and providing a space to relax in stressful situations.
With basic adjustments, some companies realize that hiring people with ASD is not negative and understand the potential benefits of having autistic employees in their organization . These changes are not only aimed at employees with autism, but at all workers, and the organization becomes an inclusive company.
Reasonable accommodations are possible, practical, and necessary for the integration of a person with autism spectrum disorder into the workplace. Companies sometimes have best practice manuals and support guides, but these are not always used or implemented. Implementing these measures allows autistic individuals to work effectively and at their best, and they are not only inexpensive and simple but also beneficial for all employees.
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