REWARD
impulsive, passionate, a control freak, loyal and I look at the world from a different view, which I can rotate to many different angles (just not that of a neurotypical person). I’m compassionate, strategic and follow instructions / laws to the letter – I see the black and white, it’s not an interpretation. The other half of the fight is ADHD. I’m combined, so inattentive ADHD means I have a shorter attention span than a goldfish and am far too easily distracted. Conflict ASD means I’m hyper-focussed and find it hard to deviate from a subject. I lose things and appear (and am) forgetful. I’m unable to stick to tedious tasks, constant change tasks and can’t follow instructions. The hyperfocus side can be constantly fidgeting, talking excessively, acting impulsively, having to do more than one thing at once, interrupting conversations and seemingly acting without thinking. There are so many of the ASD traits that are opposites of ADHD, which means I’m not only exhausted and struggling with burnout, but I’m also searching for the next stimulation. My social issues mean I need time alone and fear people and strangers, yet I want to be part of as many working groups as possible, speaking at conferences and events. My traits support my ability to read what’s actually written, and I view life as black and white, right and wrong. This is why being in a career governed by legislation and driven by strict deadlines is so appropriate. Business environmental, social and governance (ESG) policies Many businesses have an ESG policy, but what they need to do is start engagement from the bottom up. Without managers, team leaders and colleagues buying in, no business can be truly neuro-inclusive. I would steer clear from any business which promoted themselves as neuro-inclusive if the culture throughout didn’t fit the needs of a neurodivergent person. The culture needs to be re-evaluated and policies / procedures redesigned. Businesses which adopt a ‘hot desk’ policy should look at the constraints this could (and would) place on a neurodivergent colleague. Some may have lighting sensory restrictions; others may struggle with noise or people near them. Hot desking would put these people in a situation they’re unable to cope with.
and another for ADHD, as each person’s profile is completely unique.
Headphones – another recent area of discussion in various media outlets. Would you allow one of your team to work with headphones on, either with background noise or noise cancelling headphones? Most managers / businesses don’t allow this. So, turn this around, would you allow this if it improves their accuracy, productivity, mental health? If so, this should be allowed. “There’s no one rule for autistic spectrum disorder, another for dyslexia and another for attention deficit hyperactivity disorder” Payroll recruitment I regularly hear about the shortage of payrollers, so this has had me thinking about how great neurodivergent (and neurotypical – not taking anything away from anyone) people are for this type of job. For me, it’s the ability to read, interpret and learn the legislation. I do well at seeing solutions to problems that others may not pick up and can look at a problem from multiple directions. For others, it may be the ability to keep going with tasks or problems when others give up, such as finding a non-balancing item among hundreds of lines. We’re dedicated, loyal, enthusiastic, work at our best under pressure, have a drive to over- achieve and so much more. Having the right skills is so much more important in many circumstances than having the job experience, as in most cases, this can be taught. It’s all in the wording For anyone who reads this and says, ‘what can I do to support X?’, the only answer is to speak with them. Have a safe, open dialogue, ask them what support they need and listen to them. Please never go in and say, ‘why are you making mistakes and not concentrating?’ Remember that we hear wording and take meanings differently, so tailor your approach to the person you’re supporting. There’s no one rule for ASD, another for dyslexia
FAQs I think someone in my team may be neurodivergent, so should I just ask? My answer is no. So, why not, when I keep saying just ask? There may be several reasons they haven’t told you they’re diverse, and in fact, they may not be (they could be either self-identifying or diagnosed). Just remember we’re all diverse. Adopt an open and confidential management culture so if anyone wishes to open up, they’ll feel safe. One of my team shows neurodiverse traits and is struggling, so what can I do to help them? Whether someone is or isn’t neurodiverse, it’s always best to ask if you can do anything to support them to succeed in their tasks, career, etc. You could conduct some research on methods which may help an individual or reach out to others with similar traits who’ve said they’re happy to support managers with developing their skills. Be very mindful – some people are happy in their lives and embrace their traits, others don’t want these traits known, or may not realise or accept that they display them. Encouraging open communication, a supportive culture and regular check ins can all help.
How can we help the business to become neuro-inclusive? This will start with educating every
employee. Ask your managers for training, actively promote traits and be mindful when organising events, training or anything ‘out of the norm’. It starts with the culture, so be open and willing to adapt this. Ask your colleagues who’ve spoken up about being neurodivergent for their lived experiences. And finally, don’t be judgemental – everyone is different. Where can I get more information to help the business in this area? There are many places providing support and training. There’s a large LinkedIn community of businesses, individuals and groups. There are also specialist training and human resource (HR) businesses, such as Do-It Solutions or Neuro-inclusive HR. Charities and specialist organisations such as ADHD 360 and autism.org.uk also have very useful information. And then there’s us – your colleagues and employees! n
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| Professional in Payroll, Pensions and Reward |
Issue 93 | September 2023
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