Login / RegisterNews
Celebrate... Neurodiversity Awareness Week
Posted 15/03/24
This week we celebrate Neurodiversity, promoting the differences between how people think, process information, behave and communicate.
Did you know? Around 15-20% of the population has a neurological difference.
Within Trading Standards, we have a wide range of people with neurodivergence including ADHD, autism, dyslexia, dyspraxia, FASD and other differences. Each individual has a unique pattern of strengths and challenges, thus it is important we tailor strategies to each individual to help them perform their best. If you have neurodiverse colleagues, friends or family, here's what you need to know to make them feel included:
How to Create Inclusive Workspaces
It is best to ask staff for any adjustments that can be made as soon as possible, ideally whilst they are still a candidate – however this is not always reasonable. Once you have understood the adjustments they may need, e.g. speech to text software, these can be put in place. Small changes make a big impact and may include flexible working, ability to listen to much at their desks, dedicated quiet hour or more.
Adapting Language
Language within the EDI space is ever-evolving and it’s important for employers to adopt the latest language to avoid discrimination. Referring someone who is autistic as having a ‘neurological disorder’ is offensive and paints the person to be pitied, or distrusted based on who they are. Whilst someone may prefer to be called "Autistic" or referred to as "having autism" it's largely personal so it should not be used without consent - this is called "identity first" language and is the most inclusive language.
Human Interaction
Reactions may differ depending on how neurotypical individuals filter sensory information. A neurodiverse person may be sensitive to what you are doing, with environmental factors such as background noise or lights affecting them. If you are with someone who is neurodiverse, be mindful of the sounds you are making e.g. pen-clicking or finger-tapping, to help the person feel more comfortable. Using the mindset ‘how can I make this interaction more comfortable?’ should help you in understanding how to help someone who is struggling to focus on the matters at hand.
Planning
Some neurodiverse people may have difficulty predicting or processing information. When engaging in a conversation, the aim should always be on "what do I want from this interaction" and that's a great starting point to work backwards from when creating a plan. What do you want to convey to this person, what information do they need and what is the potential outcomes? As people absorb and retain information in different ways, giving the person a choice of written or oral messages may help them understand your message.
Supporting Colleagues
As each type of neurodiversity has its own traits, it is important to not assume the type of support that person needs. Develop good conversations with the individual to find out what support they need, as well as understanding not to overwhelm them with lots of information to read or write. Remember, their neurological differences does not define them who they are.
The Equality Act, 2010
Neurodivergence is classed as a disability under the Equality Act 2010, meaning they are not to receive detrimental treatment because of their neurological difference. Some individuals may not consider themselves to have a disability or are controlling with medication – however all are protected under this Act. This means employers must be able to afford their staff with adjustments, tools and support that will help them bring to a level playing field with their colleagues and help them perform their best.
Want to Learn More?
There are lots resources and webinars available online at Lexxic. You can also find out more information on the NHS website, or you can even sign up to a free webinar and other events.
