Normalizing neurodiversity in the workplace: communication challenges

Two weeks ago, I wrote a blog post intended for inclusive leaders in organizations, related to the importance of working towards normalizing all forms of neurodiversity in the workplace. Much to my surprise, the post got a lot more attention and traction over social media than I expected it would, reaching well into the thousands of impressions on LinkedIn (which is uncommon). Clearly, this is quite telling, and speaks volumes about the need to keep having open, direct, and difficult conversations around neurodiversity, as we come to recognize the values and benefits of a truly diverse workforce.

Based on the traction, I decided that I would keep exploring this topic again this week. And so, today, I’d like to discuss some of the most obvious impacts that I’ve noticed neurodiversity can have on communication in the workplace. As you can probably guess, not everything is exactly sunshine and rainbows when it comes to neurodiversity inclusion. If we’re ever going to have honest conversations about neurodivergence, then acknowledging the elephant sitting in the room with us is a must. Because it’s a big elephant.

Building bridges for neurodiversity and communication

As our understanding of human cognition and behaviour continues to expand, the concept of neurodiversity has certainly emerged as an important aspect of the modern, inclusive workplace. And as our collective awareness around disability inclusion continues to grow, with it expands the realization that while neurodiversity introduces certain challenges when it comes to communication, it also brings many strengths and varied perspectives that add tremendous value to the workforce, and consequently, the business’ bottom line.

If you’re still not clear about what neurodiversity means, it refers to the wide range of cognitive and neurological differences among individuals, encompassing neurological and developmental conditions such as autism, ADHD, learning disabilities (dyslexia, dysgraphia, dyscalculia, etc.), development speech disorders, as well as other related conditions that have to do with different wirings of the human brain. The language has evolved over the last few years, and some of the conditions that we used to broadly lump under the generic, clinical umbrella of “cognitive disabilities” have been rebranded as neurodiversity… a clear sign of broader acceptance of diversity, and growing recognition that there isn’t just one acceptable way for the human brain to function and operate.

As more and more adults become aware of neurodiversity and start to self-identify as being neurodivergent themselves, organizations have no choice but to begin catching up to the idea as well. And in doing so, are starting to rethink the very nature of their workplace culture, getting progressively better at supporting their neurodivergent employees, as well as the unique skills that these individuals bring to the table.

Of course, doing so is the absolute right thing to do, as evidenced by a recent Forbes article that suggests that about 15 to 20% of the U.S. population is, in fact, neurodivergent. Their sheer number alone ensures that neurodivergent individuals are an important segment of the active population. These people have jobs and are part of our social fabric. But as they bring their best selves to work every day, they also bring their own sets of preferences, needs, and biases that can sometimes clash with those of neurotypical colleagues and managers.

Chances are, you or someone you work closely to is neurodivergent. Are a few faces and names coming to mind, as you think about your own friends and colleagues?

The role of neurodiversity in workplace communication

Recognizing, valuing, and normalizing neurodiversity goes a really long way when it comes to helping organizations foster more effective workplace communication strategies. After all, doing so certainly contributes in very significant ways towards creating a more productive and innovative work environment! Come along for the ride as we explore the impact neurodiversity can have on communication in the workplace, as well as some of the challenges that come from communicating with neurodivergent individuals.

First, it’s important to acknowledge that now more than ever before, workplaces are largely composed of employees with diverse cognitive styles, preferences, abilities, and also limitations that directly impact the way that they interface with the rest of the organization. This diversity of perspectives offers potential for more innovative and dynamic environments and cultures, as individuals with different viewpoints are more likely to contribute to problem-solving and decision-making in their own unique and innovative ways. However, for this potential to be realized, it is essential for organizations to adopt communication strategies that also consider the needs and preferences of neurodivergent individuals.

Challenges introduced by neurodiverse communication

As workplaces slowly move from labelling neurodivergent individuals as being “weird”, “divas”, or “inappropriate”, and begin to recognize their traits as a part of who they are and how they’re built, minds are also slowly opening up to acknowledging that solutions can be put in place to accommodate neurodiversity in communication.

True, neurodiversity oftentimes introduces a range of challenges in communication with neurotypical colleagues in the workplace. And granted, some of those challenges can be surprising, unexpected, or even unsettling, causing palpable impacts in relationships. Some of the most common challenges on communication introduced by neurodiversity will include:

• Differences in communication styles,
• Sensory processing challenges,
• Differences in learning styles,
• Social interaction challenges,
• Executive functioning challenges,
• Emotional regulation challenges, and
• Information processing challenges.

These differences can make it difficult for neurodivergent individuals to communicate effectively with neurotypical colleagues, and vice versa. By understanding and accommodating for these differences, employers and colleagues alike can help improve communication and collaboration between all team members, leading to more inclusive and supportive work environments.

For instance, people with autism spectrum disorders (ASD) may have a hard time interpreting social cues, picking up on non-verbal communication, or engaging in small talk. Similarly, those with ADHD are likely to struggle with attention and focus, which can make it challenging for them to keep up with lengthy conversations, or multitask during meetings. People with learning disabilities such as dyslexia may find it particularly difficult to process written information or engage in rapid-fire verbal exchanges. While these are only some of the most common examples being observed, the list goes on and on.

Unsurprisingly, communication challenges often lead to all sorts of misunderstandings, misinterpretations, stigma, and feelings of exclusion among neurodivergent employees. They may often be at the root of conflicts between different individuals.

These challenges certainly also contribute to missed opportunities for collaboration and innovation between peers, as the unique insights and perspectives of neurodivergent individuals may not be effectively communicated or recognized by the rest of their colleagues or managers. Surely, this is something we, as leaders, need to address.

Examples of challenges and what to do about them

As a takeaway for today’s post, allow me to expand a bit more on seven of the most common communication challenges introduced by neurodiversity, briefly explain how some of the traits commonly found in neurodivergent folks can impact communication, and through this, share a few high-level strategies that can be leveraged in the work environment to mitigate the impact these personally traits can have on overall workplace communication.

Differences in communication styles: Some would argue that we all do, but neurodivergent employees certainly can have different communication styles than their neurotypical colleagues, which can make it difficult for them to understand or be understood. Take individuals with autism for example. An autistic colleague may have difficulty interpreting nonverbal cues or understanding sarcasm. Someone with ADHD might struggle when it comes to following complex or lengthy instructions. To address these differences and expectations in terms of communication styles, one good strategy can be to make sure we provide clear and direct communication and instructions, avoiding sarcasm, abstract, or ambiguous language. It’s probably safe to say that less ambiguity most likely leads to more clarity.

Sensory processing challenges: Likewise, many neurodivergent individuals will experience sensory sensitivities or challenges when it comes to different stimuli, which will potentially impact their ability to communicate effectively in certain environments. People who are on the autism spectrum for example, may find themselves overwhelmed by loud noises or bright lights, which can then make it difficult for them to focus on what is going on, or participate in group discussions. To accommodate sensory differences, employers can provide quiet work environments or quiet rooms, noise-cancelling headphones, or other sensory-friendly accommodations.

Differences in learning styles: Also, some neurodivergent people may favour different learning styles or learning preferences, which can impact their ability to learn from, or understand certain types of communication or interactions. Individuals with dyslexia might struggle with written materials and those with dyscalculia might struggle with numbers, while individuals with ADHD could likely struggle with long lectures or presentations. To accommodate different learning styles and preferences, organizations can switch things up by providing a range of learning materials and opportunities, leveraging various visual aids, hands-on activities, alternate learning materials, or even small group discussions.

Social interaction challenges: Of course, some neurodivergent folks may also experience challenges when it comes to dealing with social interactions or understanding social cues, which can easily impact their ability to communicate effectively in professional relationships. Individuals with autism might have a hard time picking up on subtle social cues or may struggle with maintaining eye contact, which can create misunderstandings or miscommunications with their counterparts. To address these challenges, organizations can provide social skills training or coaching, or promote more structured and direct communication channels in the workplace.

Executive functioning challenges: Another challenge commonly faced by neurodivergent people relates to challenges with executive functioning, which impacts a person’s ability to plan, prioritize, and organize their work effectively. As an example, someone with ADHD might find it difficult to struggle to manage their time effectively, or complete certain types of tasks on time. Some of the ways in which the organization can support these individuals include providing clear and specific instructions, offer regular check-ins and reminders, or arrange for accommodations such as task lists or project management software to can help neurodivergent individuals be more focused.

Emotional regulation challenges: Regulating and keeping emotions under control in stressful or inconvenient situations can also turn out to be quite challenging for some neurodivergent folks. Having a hard time regulating emotions can certainly impact a person’s ability to communicate effectively with their peers in the workplace. For example, those with autism may struggle more than most with expressing their personal feelings or emotions, or they may be unable to interpret the emotions of others. Similarly, those with mood disorders are likely experiencing intense emotions that can impact their work performance or their relationships with colleagues. To support emotional regulation, employers can provide different types of accommodations such as flexible work hours, mental health services, or training in emotional regulation strategies.

Information processing challenges: And finally, some neurodivergent individuals may also experience cognitive overloads or information processing challenges, which will also impact their ability to communicate effectively with others in the workplace. Someone with ADHD might struggle to filter out distractions, or manage multiple sources of information at once, which would impact their ability to attend to, and process verbal or written communication. To better support these individuals, employers can accommodate by breaking down complex information into smaller, more digestible pieces, by providing quiet workspaces where it might be easier to focus and concentrate, or even by allowing for breaks to help cope with cognitive overloads.

The point is, by opening their minds up to various accommodations and by slowly growing a better understanding of the impact of different brain wirings in part of their workforce, organizations can successfully support neurodivergent employees in multiple, impactful ways, and consequently, help promote a more inclusive and supportive work environment for everyone.

Certainly, the impact of neurodiversity on workplace communication is multifaceted and complex. Its ripple effects present both incredible challenges and exciting opportunities for organizations willing to open their minds. Ultimately, this is about fostering an inclusive environment that values and supports the diverse needs and preferences of all employees, which is essential to the success and growth of modern organizations.

By embracing neurodiversity, implementing inclusive communication strategies, and keeping an open, accommodating mind about inclusion, organizations benefit from amazing opportunities to harness the unique perspectives and talents of neurodivergent individuals. Can there be a better way to increase innovation, productivity, and overall workplace satisfaction for everyone involved?