How can colleagues best support colleagues with neurodiversity in the workplace?
The two things I personally would need from colleagues or urge colleagues to think about would be…
1. Never assume; it is always best to ask and create a safe space for sharing.
A phrase my doctor gave me: ‘we would not ask someone in a wheelchair to climb stairs, so we shouldn’t ask someone with a non-visible disability to do something equally as difficult (i.e. impossible) to them.’
It’s sometimes difficult for colleagues to see what’s hard for a neurodiverse individual, as often neurodiverse individuals feel unable to share their struggles. However, if we can create a safe space for individuals, this will allow them to feel able to share their struggles and therefore thrive. If this is done well, and you bring the best of out of your neurodiverse team member; their talents will be irreplaceable!
2. Don’t always make the most obvious conventional plans.
I hear a lot of assumptions in the workplace such as ‘Well obviously that will go well in a team meeting’ or ‘Obviously that can be sorted with a quick phone call’; whereas this isn’t always the case.
For example, for me, if I am asked to ‘call the client quickly to sort this out’ this may not be the best option for me. A phone call of this nature can make me feel under pressure, which then means I may not be able to communicate clearly, so my ability to get my message across efficiently may be hampered.
At times, I prefer written emails in certain scenarios, as I am able to write meticulously, then go through a process of curating my communication which may involve re-reading, re-writing and potentially consulting a colleague. This planned response may be the best method for me, on that day at that time.
Therefore, I would urge colleagues to consider what may work for one person, may not always work for another, and this can change hour by hour and day by day! If you are unsure, ask your team member.