Talks of neurodiversity, neuro-spicy, jalapeno-brains and whatnots is everywhere. Everyone seems to be battling ADHD, ADD, Autism, AuDHD, AuDD, sensory overload, sensory under-load, or what ever these days.
It is important to understand that a workplace can, and may never focus to hard on what ever diagnoses one or more employees have. For an employer to understand what autism is, and to prepare everything according to what clinical terms on autism say needs to be done simply won’t be relevant – even if majority of the workforce brings in a diagnosis of autism.
Why generalized approach won’t work
We are all different, and we all need to be treated individually. This goes for everything. What we have classified as normal, in short, every single person diverges from it in some way, shape or form. And that goes for classifications of said divergences as well. What one person might experience and classify as autism, could include behavioral markers that the next person never experiences while they receive the same classification.
It is important that employers focus on behavioral markers, and learn to adapt the workplace around these behavioral markers using a range of interchangeable techniques to best suit all.
It is also important for employees to learn their own personal behavioral markers, and how they can accommodate themselves, as quite frankly, not all employers will.