{"id":3426,"date":"2024-03-19T22:07:10","date_gmt":"2024-03-19T21:07:10","guid":{"rendered":"https:\/\/dev.twentytwo.digital\/ukbodytalk\/?p=3426"},"modified":"2024-03-22T16:01:23","modified_gmt":"2024-03-22T15:01:23","slug":"unravelling-ableism-in-the-workplace","status":"publish","type":"post","link":"https:\/\/dev.twentytwo.digital\/ukbodytalk\/resources\/blogs\/unravelling-ableism-in-the-workplace\/","title":{"rendered":"Unravelling ableism in the workplace"},"content":{"rendered":"\n

This year\u2019s neurodiversity week<\/a> is in full swing but it begs the question: shouldn’t recognition of our neurodiverse (ND) community be honoured each and every day? These types of events, while well-intentioned, can have the adverse effect of being binary and amplifying the isolation and separation.<\/p>\n\n\n\n

But the biggest bugbear of all is the tacit and \u2013 sometimes mawkish \u2013 insinuation of altruism when neurotypical (NT) people jump on the bandwagon and discuss neuroinclusivity. A benign sense of supportiveness in the workplace, it turns out, is actually pretty futile when it\u2019s just words with no real insight or knowledge behind it. <\/p>\n\n\n\n

So what can we do to truly support and involve neurodiverse people in the workplace?<\/p>\n\n\n\n

Preparation is key<\/h3>\n\n\n\n

Most important of all is that a neurodivergent person will know instantaneously if they\u2019re not in an environment that works for them.<\/p>\n\n\n\n

Preparation here is key: from the inception of a meeting and letting people know when it is, to ensuring that the set-up is suitable for everyone. <\/p>\n\n\n\n

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A neurodivergent person will know instantaneously if they’re not in an environment that works for them.<\/p>\n<\/blockquote>\n\n\n\n

However, considering how best to deliver any content is not black and white \u2013 we ALL have individual and valid preferences for how we process information. Let\u2019s consider these each and every time. <\/p>\n\n\n\n

It\u2019s time to change the narrative around neurodivergency but can we do this with the limitations of language? If you\u2019re not au fait with ableism and its connotations, then the chances are, you are probably by default, to some extent, ableist.<\/p>\n\n\n\n

What is ableism?<\/h3>\n\n\n\n

Ableism<\/a>, in its purest form, really boils down to naivety; basically the inability to understand perceived disabilities when you can\u2019t see them. It\u2019s positive discrimination in favour of non-disabled people. Ableism perpetuates a negative view of disability. This isn\u2019t a woke term \u2013 it\u2019s time to wake up and see it for what it is.<\/p>\n\n\n\n

Navigating the new narrative<\/h3>\n\n\n\n

The term neuroinclusion feels so rusty and obsolete. Let\u2019s move the story forward and think of it as neuroinvolvement<\/strong>. <\/p>\n\n\n\n

So what does this all mean? A quick caveat \u2013 rolling your eyes out loud when another colleague receives an ADHD diagnosis because it\u2019s \u201ctrendy\u201d is at once offensive but, also, sadly unsurprising because of our culture and the deep-embedded beliefs that are still being perpetuated. Time for a reframe and to make some much-needed changes to the narrative.<\/p>\n\n\n\n

Neurodivergency has nothing to do with intellectual capacity or, indeed, emotional intelligence. Quite the opposite in fact. <\/p>\n\n\n\n

Where the ND differ to their NT counterparts, they more than compensate in other areas. We must not assume passivity for what is most likely simply a difference in a processing timeline. We live in a society these days where our insatiable desire for quick snappy social media posts has seeped into our everyday lives. <\/p>\n\n\n\n

Let\u2019s stop blurring these lines and truly lean into all that neurodivergency offers<\/strong>, rather than focusing on what it apparently lacks.<\/p>\n\n\n\n

What it starts with\u2026<\/h3>\n\n\n\n

To start with, it’s vital to take a moment to recognise the sheer effort and energy that most ND people have had to make just to be in the room. We must not take it for granted that clients or colleagues simply being physically present in a meeting is insignificant in any shape or form. <\/p>\n\n\n\n

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Think about social events, too. Although for many, a team night out or team building session may be assumed to be \u201cfun\u201d, for a ND person, this is very often the polar opposite. The amount of variables are like an avalanche. Let\u2019s please be kind and make sure that these \u201cextras\u201d are not a mandate in disguise \u2013 we need to ensure that anything suggested outside of regular expectations come with the clear, transparent understanding that it\u2019s totally optional.<\/p>\n\n\n\n

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Making meetings and interactions manageable<\/h3>\n\n\n\n

And when it comes to the nitty gritty of meetings, are you delivering your content in a way that works for everyone? <\/p>\n\n\n\n

How visual\/clear are your slides<\/a>? Are you keeping to the agenda? Have you been explicit and transparent about your expectations in the meeting? In essence, neurodivergence means not diverting from what you said you\u2019d do. If you do need to go off the agenda, be flexible with your expectations.<\/p>\n\n\n\n

Establish clear behaviours at the start of the meeting \u2013 if the meeting is virtual, having cameras on isn\u2019t always appropriate. For face to face interactions, allow people to have their devices to hand. It is the biggest misnomer that being on your phone\/ipad\/laptop equates to bad manners and lack of concentration. <\/p>\n\n\n\n

This is about ensuring that every single person in that room feels seen, heard and understood. Maybe doodling, writing or simply looking away is someone\u2019s way of being able to focus; it\u2019s not necessarily a sign of disinterest of not being engaged.<\/p>\n\n\n\n

What is actually inattentive is being unaware of the needs of those around you. Being unequivocally direct and clear about your expectations with empathy<\/a> is KIND.<\/p>\n\n\n\n

Supporting neurodiverse people in the workplace: a (non-exhaustive!) checklist<\/h5>\n\n\n\n