There are many occasions where businesses believe they are fully accommodating everyone simply because they haven’t heard anything otherwise. However, this in itself could mean that there are many issues in the workplace’s inclusion and awareness that are not being addressed.
Businesses that depend on self-disclosure to make any changes or add accommodations are setting themselves up for struggle and burnt-out employees.
Self-disclosure does have the possibility of working positively, but it should not be the only source of awareness when it comes to neurodiversity and disability accommodation in the workplace.
The Overall Issues With Self-Disclosure
Ultimately, self-disclosure puts 100% of the pressure on the neurodivergent employee. This is an unfair burden that does not need to exist.
There are times when neurodivergent employees fear disclosing their disabilities in fear of retaliation or bias, or simply because they do not want to. Whatever the reason might be, it is okay. Neurodivergent employees are not obligated to disclose their disabilities, but when they choose not to disclose, it can put more pressure on them to mask, fit in, and try to adapt to situations that don’t work for them.
So, no matter the situation, the pressure of self-disclosure policies will only add more stress to neurodivergent employees, leading to burnout and a loss of motivation and productivity.
Workplace Inclusion is Not One-Size-Fits-All
When businesses rely on self-disclosure to implement accommodations in their workplaces, they often listen to only one story. While one neurodivergent employee is now accommodated for, this does not mean that every neurodivergent employee after them is going to feel the same way.
Workplace inclusion and accommodation are not one-size-fits-all. Everyone is different. One person might prefer email communication, while another person prefers Zoom meetings. Every accommodation is specific to someone’s needs.
To properly ensure workplace inclusion, the big picture needs to be considered.
Workplace Inclusion Should Not Start When Someone Speaks Up
A significant downfall of relying on self-disclosure to implement workplace inclusion tactics is that it is likely the first time these tactics have been implemented in the business at all. This means that hiring processes, onboarding processes, and workflows have always been at a level that left out a certain group of people, a group of people that might’ve been amazingly perfect for roles that seemed out of their reach.
When businesses rely on self-disclosure, they are already behind. They have already closed themselves off from probable candidates and individuals who could’ve made a difference in their organization.
How to Implement Workplace Inclusion at Step One
Workplace inclusion and accommodations should start from the foundation. That means including all your managers, leaders, and employees in certain training, education, and workflows to ensure everyone has the chance to thrive at the same level as everyone else.
Your organization has the opportunity to implement accommodations such as flexible work options, like workable schedules, remote work, or hybrid work, different communication styles or instructional styles, and creating quiet spaces for those who would like to use them. Your workplace can also adapt its hiring and onboarding processes to be more inclusive, whether that means changing your wording or adjusting your interview methods.
Your workplace can also have an open policy for noise-canceling headphones, fidget devices, or other tangible accommodations that individuals might need throughout the day. Workplace inclusion should be embedded in all areas of your organization for those to utilize when needed, not just when they speak up.
Don’t Depend on Self-Disclosure, But Remain Open to All Accommodations
Your organization could be amazingly accessible and accommodating, but you should always have an open mind to what someone might need. While you shouldn’t rely on self-disclosure to make decisions on your workplace inclusion choices, if you get a neurodivergent individual approaching you about an accommodation you’ve yet to implement, don’t shut it down immediately because it doesn’t match what you currently do. Listen and be open to their needs.
What your organization implements right now is not going to be the same as the needs months or years down the road. You want to stay adaptable to what accommodations your team members need and be ready to make adjustments where appropriate.
Workplace inclusion should be considered far before someone approaches you about accommodations. If you have further questions or wish to have someone speak about inclusion and awareness at your workplace or event, contact me!