Embracing Neurodiversity in the Workplace with Fiona Gillies
What can we do with the environment to just make it a little bit easier for that person to work with their own brains, instead of against it?
In a recent episode of the ‘Garry Talks’ podcast, host Garry sat down with Fiona Gillies, an Irish coach based in the UK, to explore the nuanced world of neurodiversity. Fiona specialises in helping individuals and organisations build positive habits, embrace neurodiversity, and develop practical strategies for thriving both professionally and personally. This blog post delves deeply into the main themes of their conversation, offering comprehensive guidance for listeners and readers seeking to foster a more inclusive and productive environment for neurodivergent individuals.
What is Neurodiversity?
Neurodiversity refers to the natural variation in human brain function and behavioural traits. It encompasses a range of conditions, some examples being:
Dyslexia: Challenges with processing language, not just reading or writing.
ADHD (Attention Deficit Hyperactivity Disorder): Differences in attention, impulsivity, and sometimes hyperactivity.
Autism: Variations in social communication, sensory processing, and behaviour.
Dyspraxia: Difficulties with motor coordination and planning.
Dyscalculia: Challenges with numerical concepts and mathematical reasoning.
Dysgraphia: Difficulties with writing and fine motor skills.
Fiona emphasises that these conditions are not simply deficits but represent different ways of processing information, each with its own strengths and challenges.
Prevalence and the Evolving Landscape of Diagnosis
Approximately 10% of the population is neurodivergent, with dyslexia being the most commonly diagnosed.
Late diagnosis is increasingly common, especially among adults and women. Historically, diagnostic criteria were based on male presentations, leading to underdiagnosis in women and girls.
Recognition is growing, but many adults are only now discovering their neurodivergent traits, often after their children are diagnosed.
Actionable Advice:
If you suspect you may be neurodivergent, seek assessment and support - diagnosis can be empowering and open doors to tailored strategies.
Employers should be aware that neurodivergent employees may not have formal diagnoses but still benefit from support.
The Power of Language and Identity
Language shapes perception. Fiona highlights the importance of respecting individual preferences:
Identity-first language (“I am autistic”) affirms neurodivergence as an integral part of identity.
Person-first language (“I have autism”) separates the person from the condition.
Best Practice:
Ask individuals how they prefer to be described and use their chosen language.
Avoid medicalised terms like ‘symptoms’; instead, refer to ‘traits’ or ‘characteristics’ to acknowledge both strengths and challenges.
The Strengths of Neurodivergent Individuals
Neurodivergence is not just about challenges - it brings unique strengths that can be invaluable in the workplace and beyond.
Common Strengths Include:
Creativity and Innovation: Many neurodivergent people excel at thinking outside the box, generating novel ideas, and approaching problems from unique angles.
Attention to Detail and Pattern Recognition: Particularly in roles involving data analysis, quality control, or research.
Hyperfocus: The ability to concentrate intensely on tasks of interest, leading to high productivity and expertise.
Empathy and Emotional Insight: Especially prevalent in those with lived experience of being “different”, fostering compassion and understanding in team environments.
Resilience and Adaptability: Navigating a world not designed for them often builds strong coping skills and adaptability.
Expert Insight:
Organisations such as the UK’s Government Communications Headquarters (GCHQ) actively recruit neurodivergent individuals for their unique analytical and problem-solving abilities.
Challenges in the Workplace
Despite their strengths, neurodivergent individuals often face barriers due to traditional workplace structures:
Distractions and Sensory Overload: Open-plan offices, constant notifications, and interruptions can be overwhelming.
Rigid Schedules: The standard 9-to-5 may not suit everyone, particularly those with ADHD or autism.
Social Expectations: Unwritten rules and office politics can be confusing or draining.
Organisation and Time Management: Some may struggle with planning, prioritising, or remembering tasks.
Nuanced Understanding:
Everyone experiences distraction or forgetfulness, but for neurodivergent individuals, the frequency and impact are significantly greater.
Coaching and Practical Strategies for Individuals
Fiona’s coaching approach is rooted in understanding, not ‘fixing’. She works with clients to identify both strengths and challenges, then co-create practical, personalised strategies.
Key Coaching Strategies:
Start Small: Implement minor adjustments, such as changing how meetings are run or using technology to summarise discussions.
Leverage Technology: Tools like AI-driven note-takers, calendar reminders, and noise-cancelling headphones can make a significant difference.
Self-Advocacy: Encourage open conversations with employers about what support is needed.
Build Confidence Gradually: Small wins build momentum and self-belief.
Actionable Steps:
Identify your peak productivity times and structure your day accordingly.
Use visual aids, checklists, and reminders to stay organised.
Don’t hesitate to request reasonable adjustments - these are your legal right in many jurisdictions.
Creating Neuroinclusive Workplaces: Employer Guidance
Employers play a crucial role in fostering neuroinclusion. Fiona offers detailed, actionable advice:
1. Open Conversations
Ask, Don’t Assume: Instead of making assumptions based on a diagnosis, ask specific, supportive questions.
Example: “Would a different format for reports help you process information more easily?”Normalise Discussions: Create a culture where talking about neurodiversity is safe and stigma-free.
2. Flexible Working Arrangements
Flexible Hours: Allow for varied start and finish times to accommodate different energy and focus patterns.
Remote or Hybrid Options: Enable employees to work in environments that suit their sensory and concentration needs.
3. Environmental Adjustments
Quiet Spaces: Provide access to quiet rooms or noise-cancelling headphones.
Control Over Notifications: Encourage employees to manage digital interruptions.
Personalised Workstations: Allow adjustments to lighting, seating, and desk layout.
4. Role Fit and Job Crafting
Assess Role Suitability: Sometimes, a different role within the organisation may be a better fit for an individual’s strengths.
Job Crafting: Tailor job responsibilities to align with an employee’s unique abilities.
5. Ongoing Training and Education
Myth-Busting Workshops: Educate teams about neurodiversity, challenging stereotypes and misconceptions.
Manager Training: Equip leaders with the skills to support neurodivergent staff effectively.
Navigating Disclosure: To Tell or Not to Tell?
Disclosure is a deeply personal decision. Fiona advises:
Weigh the Pros and Cons: Disclosure can unlock support but may also expose individuals to bias.
Frame Positively: If you choose to disclose, explain how your neurodivergence is a strength and what accommodations will help you excel.
Research Organisational Culture: Look for signs of openness and inclusion before disclosing.
Tip for Employers:
Create clear, confidential channels for disclosure and ensure that requests for adjustments are met with understanding and action.
The Social Model of Disability: Rethinking Barriers
Fiona advocates for the social model of disability, which posits that disability arises from societal barriers, not individual deficits.
Example: A wheelchair user is disabled by stairs, not by their wheelchair.
Application to Neurodiversity: Neurodivergent people are “disabled” by inflexible systems and environments, not by their brains.
Action Point:
Review workplace policies and practices through the lens of the social model - what barriers can be removed or adapted to enable everyone to thrive?
Common Pitfalls and How to Avoid Them
Even well-intentioned organisations can fall short. Fiona highlights frequent mistakes:
One-Size-Fits-All Adjustments: Not all neurodivergent people benefit from the same accommodations.
Tokenism: Policies without practical follow-through are ineffective.
Overlooking Individual Needs: Always tailor support to the person, not the label.
Solution:
Foster ongoing, individualised conversations and be willing to adapt as needs evolve.
Final Thoughts: Embracing Neurodiversity as a Strength
Fiona’s core message is clear:
Everyone is different. Have conversations, listen, and look at how environments can be adapted to support people’s natural ways of working. Small changes can make a big difference.
Key Takeaways:
Neurodiversity is a natural and valuable part of human variation.
Both individuals and organisations benefit from embracing and supporting neurodivergent traits.
Practical, personalised adjustments - rooted in open dialogue - are the foundation of true inclusion.
The social model of disability reminds us that it’s the environment, not the individual, that often needs to change.
Conclusion :
By recognising the unique strengths neurodivergent individuals bring, addressing barriers through the social model of disability, and committing to personalised support, organisations can move beyond token gestures to meaningful, lasting inclusion.
Let’s continue the conversation, challenge assumptions, and work together to build workplaces where every mind is valued and every voice is heard.