Inclusive workplaces: how to create them?

The media often reminds us: “Let's take care of diversity in the workplace, let's not exclude, let's include.” These are beautiful slogans, but in practice many people do not know how to actually create an inclusive space. Although examples of successful actions in this area can be found in Poland and around the world, these values are still treated superficially and are not always fully understood. Therefore, it is worth exploring what is behind the idea of neurodiversity and what benefits it brings to the work environment. Only in this way can we turn good intentions into real change that will benefit both employees and entire organizations.

Man

In the debate about the inclusion of neurotypical people, the most important thing is the human being — his needs, potential and the challenges he faces as a person with a different neurological system. In the last article Jobs Door: Neurodiversity in the workplace, we addressed several relevant issues concerning neurodiverse individuals, such as the definition of the term, employment data, opportunities and benefits, as well as the experiences of neuroatypical workers.

It was a brief picture of the current situation, which — especially in light of the voices of the employees in the survey about their work experience — should prompt us to focus on the real problems of these people. It is these issues that should be the starting point for further discussion.

It is estimated that about 20% of the Polish population is on the spectrum of neurodiversity. Moreover, the number of students diagnosed with autism is growing by about 20% per year, which clearly indicates that more and more such people will enter the labor market in the coming years.

The value of neurodiverse people in the labor market

Let's look at the context of this situation using the example of people on the autism spectrum; Only about 2% of the 400,000 people on the autism spectrum in Poland take up professional work, while in the European Union as a whole this percentage is more than five times higher. What influences this situation? Lack of adequately prepared workplaces, which are affected, for example, by the low awareness of employers of how neurodiverse people function; this is lacking not only in universal education, but also in the form of courses and trainings that have helped employers to develop an appropriate action strategy. Two-thirds of people on the autism spectrum who are professionally active say their pay is insufficient and does not allow them to support themselves. However, most of these people declare a desire to work with more system support.

In the report The path to opening the labor market in Poland for autistic people (2022) prepared by the Polish Economic Institute and the Jim Foundation (Foundation for Autism), we will find information on the impact of the economic activation of autistic people on the Polish economy in the years 2022-2050. Assuming an optimistic version of the future: an increase in the professional activity of autistic people would translate into an additional PLN 14 billion in revenues to the state budget annually.

The study also listed the skills of people with autism who can prove themselves in specific jobs; these people can take on tasks that require repeatability for a long time. Routine tasks such as long scans or working on spreadsheets are usually not a problem for them due to their high ability to perform repetitive work. The scale of tasks is wide, because each person will have a slightly different predisposition - these can be both simpler activities such as copying or sorting, as well as more complex ones such as working with a large database. The employer should clearly define the tasks; accurately determine which of the activities performed by people with autism are correct and which are not very valuable feedback for them. Important competences of people with autism also include:

• high level of concentration
• detailed substantive knowledge
• specialized skills and interests

According to research, these people will perform worse in team tasks that require high interpersonal competence or multitasking, or taking on challenges quickly - however, this does not mean that they should always be excluded from this area of work. The listed common qualities and competencies with the use of an example allow employers to imagine the specifics of working with neurotypical people. In 2022 (Autistowo initiative in cooperation with other foundations, including with the support of the Responsible Business Forum and the Diversity Charter), research surveys were conducted on the employment status of neurodiverse people, the progress of the study can be followed on the website Autystowo.pl. 

Below is a short note that illustrates neurodiversity in numbers and description:

Autism spectrum: about 1-2% of the population in Poland.

Characteristics: Individuals on the spectrum often exhibit high levels of concentration, analytical thinking, and task precision, particularly in routine-based structures.

Work context: 50% of employers stated that they would hire another employee on the autism spectrum if the current employee quit their job.

ADHD spectrum: There is a lack of working data for Poland, but it is estimated that it is 2.5% of the population (among adults).

Characteristics: ADHD (Attention Deficit Hyperactivity Disorder) is manifested by difficulty concentrating, impulsivity and excessive activity. Although these people may have trouble maintaining constant tasks, organizing time, concentration or excessive impulsiveness, they will work very well in tasks that require dynamism, intensity while being short distance, creativity.

Work context: Employees with hyperactivity disorder (ADHD) are 30% more likely to have chronic employment problems.

Dyslexia: 5-10% of the population in Poland.

Characteristics: People with dyslexia may have difficulty recognizing words, understanding text, or writing, but they often excel in creativity, visual-spatial abilities, and the ability to solve problems in a different, non-standard way. They often think figuratively.

Work context: Creative professions such as design or art can, with appropriate adjustment, contribute to the significant effectiveness of people with dyslexia.

Important! Keep in mind that many people remain undiagnosed because the topic of neurodiversity is relatively new and tends to be marginalized or stigmatized in some social circles. It is also worth emphasizing that each of the presented characteristics represents a certain generalization—the individual characteristics of the individual play a key role in shaping their identity and experiences.

Inclusive recruitment

Designing an inclusive workplace begins at the recruitment stage. If we want to be well prepared, we must remember the right to privacy of neurotypical people, and therefore, the fact that not each of these people will tell us about their neurodiversity; the reasons may be different (for example, that this topic is not everywhere common and is often met with surprise or misunderstanding). However, the recruitment process can be arranged in such a way that, regardless of the declarations of the recruits, it proceeds in an inclusive manner.

Awareness and competence of HR staff: To begin with, it is important to provide access to education for HR staff; the greater the awareness of neurodiversity, the potentially fewer errors at the time of recruitment. Strengthening soft competences, e.g. interpersonal skills among recruiters, will certainly translate into the results of recruitment.

Standardization of the recruitment process: for example, introducing an internal rule of first contact with a recruiter — whether in person or remotely — will always be an introductory meeting. During this stage, the candidate will receive key information about the company and the position for which he is applying. It's a good idea to set a date for the interview in advance via text message or email. Such practice allows candidates to adequately prepare both mentally and substantively for the meeting with the recruiter, which positively affects the course of the entire process.

Transparency: It is also a good solution to ensure transparency of the recruitment process, e.g. by informing candidates about the stages of recruitment, their goals and progress. It is also important to develop the competence of recruiters so that they can evaluate the answers of candidates in an individual way, taking into account not only the correctness according to the key, but also aspects such as creativity, diligence or punctuality.

Tools: Adapting recruitment tools to the needs of neuroatypical people, e.g. by preparing accessible and readable forms and tests. It is worth considering creating two variants of forms, one of which would be written in ETR (text that is easy to read and understand). This approach signals that the employer is open to diversity and cares about creating a work environment free of discrimination.

Each of these steps can be incorporated into the standard recruitment process. Since we are never completely sure who we are recruiting, taking care to unify this process will benefit both neurotypicals and the company itself.

How can we create inclusive workplaces?

To create an open and welcoming space for neurotypical people, you can focus on several key areas: physical space, appropriate tools, communication, mindfulness, and acceptance and tolerance. Hiring people with neurodiversity is not only based on the employer-employee relationship but on a holistic approach to teamwork.

Recommendations for Employers

Space: Take care of a quiet workplace, surrounded by greenery, avoid “open space” (this space can be good as a form of recreation or a break from activities). The division into offices into different spaces; regeneration, work, recreation allows you to organize the work system. Allowing spot, subdued lighting instead of overhead, white light improves concentration and reduces irritability. The reduction of sensory stimuli; odors (e.g. those coming from the office kitchen), sounds (counteracting noise pollution), light positively affects the work system, especially people with monotypicality.

Tools: Provide tools to help you focus, such as headphones to mute or listen to your favorite music, sensory accessories, and visual aids such as dry erase boards, calendars and planners. Such solutions help atypical people to maintain attention, better organize their work and prioritize more effectively.

Communication: Formulate your expectations in a precise, clear and concrete way, avoiding ambiguity and passing information “between the lines” or “by guesswork”. Take care of the communication of the whole team - the greater the awareness of neurodiversity in the team, the greater the chance of good relations.

Mindfulness, Acceptance, Tolerance: Building a healthy work environment means learning empathy and listening to each other's needs. Be sure to conduct a conversation in seclusion, in the group of people directly involved in the case. Avoid commenting and giving feedback on the forum, as this can make the other party feel stigmatized, ridiculed, or rejected by the team. Although the team should understand the environment in which they work, many issues related to the employee's neurodiversity must be treated individually; it is a matter of respect for privacy related, among others, to the state of health. However, promoting values such as acceptance and tolerance among employees will definitely contribute to the improvement of the functioning of the entire team.

summary

Creating inclusive workplaces is a process that requires commitment, understanding and openness from employers and teams. The key is to adapt the space, tools and communication to the needs of neuroatypical people, which benefits not only them, but the entire organization. Awareness and acceptance of neurodiversity in the workplace not only enriches teams with unique talents and perspectives, but also builds a work culture based on empathy and collaboration. This approach, although it requires change and investment, brings tangible benefits both socially and economically in the long run.

Supporting neurotypical people is not only an obligation, but also an opportunity to create a more diverse, creative and effective work environment that responds to the challenges of the modern market.

At Jobs Door, we promote openness and diversity, because we believe it is the key to understanding people, their needs and huge, untapped value in the labor market. We want the talents and potential of all people to be able to exist in the professional field, bringing mutual benefits to working people and employers.

Sources

1. https://www.mp.pl/pacjent/neurologia/aktualnosci/338472,neuroroznorodni-wykluczeni-z-rynku-pracy
2. https://pie.net.pl/wp-content/uploads/2022/03/Autyzm...-20.07.2022-kopia.pdf
3. http://autystowo.pl/badanie-zatrudnienia/
4. https://psychiatraplus.pl/neuroatypowi-w-typowej-pracy-jak-tworzyc-roznorodne-i-wlaczajace-miejsce-pracy-wskazowki-dla-pracodawcow-ela-bonda/
5. https://www.sdworx.pl/pl-pl/blog/hr/neuroroznorodnosc-w-pracy
6. https://zmianaperspektywy.org/