I’m always encouraged to find out about any initiatives that promote the acceptance of neuro-divergence and this celebration week “is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, organisations, and others around the world with the opportunity to recognise the many skills and talents of neurodivergent individuals.”
Celebrations such as this are a great way to highlight the benefits of including and welcoming neuro-divergent individuals into voluntary and community organisations. This is especially important for our sector due to the higher than average number of neuro-divergent volunteers and workers within charity settings – about half of the employees and volunteers at CVSCE have a neuro-divergence of some kind (including Autism, ADHD, AuDHD and dyslexia).
Neuro-divergent individuals can often struggle to fit in or function easily in (neuro)typical settings such as most workplaces, and the voluntary and charity sector seems to provide a more flexible and compassionate space for people with additional support needs to thrive and contribute to their community.
Building on this existing inclusivity, CVSCE are starting our own Neuro-Inclusion Network for groups and organisations across Cheshire East. This is open to any charity or voluntary group, not just those specifically working with neurodivergent beneficiaries or service users, as it’s more than likely that you will have neuro-divegent colleagues and fellow volunteers working alongside you.
The network should provide us with opportunities to share best practice, challenges and successes, hopefully enabling all local organisations to provide an inclusive space that allows them to benefit fully from the skills and talents brought by their neuro-divergent colleagues. Many inclusive practices and adjustments also benefit neuro-typical people, leading to a better working environment for everyone. In a sector that sees a high degree of burn out due to the multiple stressors of funding and resource uncertainty and working with some of the most vulnerable members of society, this is hugely important both for individuals mental and physical health and for the effectiveness and success of the organisation they work for.
As a person with AuDHD (both Autism and ADHD), I know from experience how much of a difference getting the right support makes to my ability to do my job. Flexible working patterns make it easier for me to manage sensory overwhelm and chronic fatigue and this type of arrangement can take into account the needs of both the individual and the organisation. For example, I work a ‘core’ set of hours during the middle of the day (10am – 3pm) meaning that enquiries are answered and colleagues supported during the main part of the working day, but I am then free to take a break as needed and finish the remainder of my contracted hours later in the evening which suits my energy peaks and troughs.
The workspace my office-based colleagues and I are located in has multiple rooms, meaning we can work quietly on our own if we need to, or share with colleagues at times of our choosing. We each have our own desk and workspace, that doesn’t require us to manage the uncertainty and discomfort of hotdesking, and we are supported to use the Access to Work scheme for additional support, in my case, noise cancelling earphones, software to help me stay organised and coaching to develop and improve my coping strategies.
The dress code is casual, meaning we can wear clothing that is comfortable and accommodates sensory sensitivity. The building has opening windows and individually thermostated radiators, along with fans and portable heaters, and floor and desk lamps and blinds at all the windows, meaning we can control elements of our environment to manage sensory needs.
These simple and inexpensive adjustments mean that I and my neurodivergent colleagues can work more productively and consistently. Since working for CVSCE and benefitting from these adjustments, I have had to use almost no sick leave to manage my health, and I accomplish a much higher level of work than I have ever been able to in previous jobs.
Not only am I happier and healthier, but the organisation I work for gets to utilise my skills to the full. Through the Neuro-Inclusion network I hope we can provide similar opportunities to other neuro-divergent individuals to reach their full potential. Neuro-divergent people have many skills that are very valuable to the sector, including creativity and out of the box thinking, organisational and analytical skills, deep knowledge and interest in specific topics and an ability to hyper focus with an incredible attention to detail. Many of us also possess deep empathy and compassion, partly from the lived experience of our conditions, and partly from a lifetime of finding different ways to relate to and communicate with others.
If you’re interested in developing the inclusivity of your organisation and fully tapping into the deep well of talent and skill that neuro-divergent people can bring to your work, please come along to the first meeting of our Neuro-Inclusion Network Thursday 26th March on Zoom.
This will be a safe and inclusive space, for people to share and discuss their work and experiences, whether they are neuro-divergent themselves, or work with those who are.
