I've been working with a neurodivergent client recently, which got me thinking about the concept of "reasonable accommodations" in the office. These adjustments can completely change how we work, not just for neurodivergent folk but for everyone.
To be clear, first I needed to make sure I understood the terms:
A Neurotypical Brain is one where the neurological development and function align with what is most common in society.
On the other hand, a Neurodivergent Brain covers a range of conditions, like autism, ADHD, dyslexia, and more. Neurodivergent individuals possess unique thinking styles and cognitive abilities. These differences are not just beneficial for creativity and innovation; they also enrich our shared human experience.
My neurodiverse client identified a list of "reasonable accommodations" that would enhance their working environment. Among the list were:
Having regular catch-ups with the manager for clear direction
Providing explicit instructions
Using noise-cancelling earplugs or headphones
Receiving meeting agendas in advance
Using closed captions during virtual meetings
Starting earlier or later to avoid rush hour traffic.
Understanding that performance varies among individuals.
I'm conscious that when discussing neurodiversity, respecting individual experiences is crucial. The list did contain quite specific and unique accommodations, too. The accommodations I've listed may appear straightforward, but they're game-changers for my client, empowering them to do their best work.
“What does neurodiversity mean for me as a neurodivergent architect? It’s all about embracing my unique strengths, passions and true-self. It’s a framework that lets me thrive.
The architecture industry still needs to do more to consider neurodiversity in design and work culture. We need to think beyond established diversity and inclusion schemes and really take into account everyone’s internal characteristics across the spectrum.
I’m optimistic - done right, neurodiversity can benefit us all.”
Having these accommodations in place requires open, empathetic dialogue. But don't view these conversations as hindrances to work. Instead, see them as essential to how we can all work together better. Reflecting on my client's list, I couldn't help but think that the ones I've listed could help create an environment that could benefit many.
By addressing these needs at a team level, we do two things:
We foster an environment that respects the importance of self-advocacy and agency for neurodivergent individuals. It's not solely about what adjustments others can make. Equally important is acknowledging and respecting the autonomy and personal experiences of neurodivergent individuals.
We cultivate an environment where everyone feels comfortable sharing their thoughts and ideas. In turn, this enriches our collaboration and leads to more meaningful results.
When we talk about embracing neurodiversity, it's not just about inclusivity for its own sake. It's about recognising and valuing each person's inherent worth and individuality, whether neurodivergent or not.
“Take a moment to consider: What ‘reasonable accommodations’ would not only benefit you but also support others in the office?”
Let's encourage open and inclusive discussions about neurodiversity. It takes all of us - from emerging architects to seasoned leaders - to create an environment that encourages everyone to contribute their best.
For further insights, check out these resources:
Articles:
When Great Minds Don't Think Alike “I’ve made the analogy that object visualizers make the trains, and spatial visualizers make them run. We need both kinds of thinkers.”
The Geek Syndrome “Autism—and its milder cousin Asperger's syndrome—is surging among the children of Silicon Valley. Are math-and-tech genes to blame?”
YouTube:
Human Neurodiversity Should Be Celebrated, Not Treated as a Disorder “I believe its time for this social movement, the neurodiversity movement, to take off.” (3min15)