Neurodivergence and Mental Health in the Workplace
There are strong connections between being neurodivergent and struggling with mental health. Coping with traits such as disorganised executive function compounded by differences in communication can make neurodivergent people experience intense feelings of loneliness and other emotions associated with poor mental health.
This can be particularly pervasive in the workplace, with half of neurodivergent people reporting that they want to quit their job. (Neurodiversity at work survey, from Alludo, 2023).
Layer on top co-occurring conditions, such as OCD and disordered eating, brought about by an intense need for the nervous system to regulate itself, it is no wonder that neurodivergent people are more prone to depression and anxiety. Making us feel we have no choice but to give work up, or stopping our career progression in its tracks.
But there is hope.
With an understanding of neurodivergent strengths and areas of difficulty comes the ability to work with, instead of against, our traits.
Take Sarah*. A late diagnosed female, she and her manager rated her productivity as low. With around four productive hours of work time a day, buildup of stress and expectations had Sarah experiencing intense periods of anxiety. Sarah experienced such intense overwhelm, she was crying around five times a day.
In order to make it through the day, Sarah would have to remove herself from her environment, leading to increased time off sick.
A workplace and manager with little understanding or interest in learning about neurodivergence might look at this person and write them off. But a supportive and caring organisation that is truly neuroinclusive would take a different approach.
Instead of penalising Sarah or labelling her as unproductive, her employer supported Sarah to complete a sensory profiling. This told her that she had a low threshold for distractions, with significant sensitivity to the physical environment around her.
Meaning that sights, sounds, smells of a public office environment were her triggers. From a colleague’s perfume to the loud conversations and constant background hum of people interacting, and bright overhead lighting – Sarah was at the edge of her tolerance before she’d even attempted to start any work.
When our bodies are over- or under-stimulated in this way, it takes almost all our energy to maintain the mask. We may experience pervasive headaches, bodily tension, sensations of anxiety like stomach aches, racing heart or sweaty palms. This is because our nervous system is in a state of flux, in a state of unsafety.
Living like this day to day, month after month, for years at a time, will take its toll. Chronic build up of stress hormones in our bodies can lead to increased risk of pain, inflammatory illnesses, weight gain, and mess with our hormones.
Fortunately, Sarah’s employer was understanding. And with a full assessment to understand her NeuroBiological Profile, Sarah was able to work with her employer to make adjustments.
Some of these accommodations on the PEO (Person, Environment, Occupation) model looked like:
Person
Recognising when sensory overwhelm is happening and learning strategies to deal with it
Provided with support to manage time in a neurodivergent friendly way
Implemented sensory diets – activities to do at work and at home to address sensory needs
Environment
Moved Sarah to the corner of the office with less through traffic
Gave her a wider space with dividers
Moved her away from the photocopier and air conditioner
Lowered the brightness of overhead lighting above her desk and provided her with a desk lamp
Allowed her to work from home two days a week
Occupation
Allowed Sarah to delegate some low-level, repetitive tasks
Use of quiet board room two afternoons a week to catch up on backlog of work
A few simple strategies that are easy to implement and maintain fairness across employees has made all the difference to Sarah. Her productivity increased and she reported feeling happier and more content. Instead of thinking she had to quit her job, Sarah was able to thrive.
If you are experiencing work burnout, then get in touch and let’s talk about your needs. Or you might be an employer looking to make adjustments for your employees to build resilience and productivity.
Drop us an email, we’d be delighted to talk through some options with you.
