Inclusion Harms Zero People
When we talk about neurodiversity in the context of a classroom or workplace, there are two common terms that come up over and over again: inclusion and accommodation. So let’s start with definitions. Inclusion means ensuring that people feel welcomed, supported, and able to fully participate as they are. Who wouldn’t want that? Accommodation means making specific adjustments so that all participants can be included! (*Hold on now…I make sure everyone in my class or workplace is on an equal footing...) Well sure, but equality is not equity. This visual is helpful when working to understand equity vs. equality. Essentially, accommodations ensure equity. Equitable access, equitable inclusion, equitable opportunity.
Now, in some cases people need to ask for accommodations if needed (i.e., a standing desk, or extra time for a test) and that’s just fine, but what if I told you there are ways you can create inclusive workplaces and classrooms that help EVERYONE!? (Yes for real!) When we talk about neurodiverse thinkers, there are a wide range of people, strengths, impacts, and characteristics involved! If you’ve met one neurodivergent person, well…you’ve met one neurodivergent person. That said, there are often commonalities between various areas of neurodiversity (and quite frankly neurotypical folks are not immune to the same issues!) that can be targeted and make a huge difference for all involved!
Inclusion #1: Offer quiet spaces or “low sensory” spaces
Raise your hand if you have ever just needed five minutes in a quiet room, or a room that is not flooded with crazy florescent overhead bar lights and the din of other people chatting. (*entire room raises their hands). Yep, me too. Sometimes it’s so (bright, noisy, overstimulating) you can’t form thoughts let alone words. Proactive inclusion is to offer a quiet space. A room that is more dim, where you can close the door and think, and get away from the nonstop thrum of office or classroom life. This will absolutely benefit your neurodiverse thinkers, and offer them the space needed to process. Your neurotypical thinkers will thank you as well! Helps all, harms zero!
Inclusion #2: Provide written instructions or summaries
Not all brains are capable of grabbing every detail you mention in your 15 minute stand-up meeting, or in the verbal instructions you gave at the end of class. Some people are visual learners, others auditory, and still others sensory! So rather than assuming that one-size-fits-all, offer options. Give instructions in both written and verbal format. Worried about being able to spend the time doing that? AI to the rescue - have an AI bot transcribe the meeting as it goes on, then share that transcription. Guaranteed to make the lives of your students or coworkers easier, and make you much happier as your instructions and information gain traction! Zero people are harmed or inconvenienced by this inclusion.
Inclusion #3: Offer flexibility when you can
Just like no two brains think alike, no two people are productive in exactly the same ways. So if you can, allow for some wiggle room in the way in which people work! Someone works better with music? Do it - bring in your headphones and jam to your heart’s content…just not during a meeting, mmkay? Need to move in order to really think and process well? Great! Bring in that walking pad for under your desk. Normalize meetings where people are free to stand or sit. If a strict 9-5 hours policy is not required for your work (i.e., you don’t run a retail shop or healthcare practice with set hours), allow for some time flexibility. Does it really matter if someone works 10-6 instead of 9-5? What if just that one hour adjustment allows for them to increase productivity and output? Flexibility is fast becoming the most popular benefit offered by companies.
Each of these inclusions are helpful for neurodivergent minds. You make the workplace and classroom more accessible to all by offering them at the outright rather than insisting people request them, prove their need, etc.