Manifesting A Neuro-inclusive workplace
Alice Hewson diagnosed neurodivergent with dyspraxia at the age of seven and recently through the pandemic has received a formal diagnosis of innitentive ADHD who authored her debut book ‘Neurodiversity In The Work Place’ published last month, April 25th informed from her own experience in her Neuro-inclusive workplace and experience from several jobs with mixed experiences. I’m yet to have read the book or to have purchased a copy of it I’ve promised Alice to do so. Alice’s book resonates with how I like to look at things, how I look at the positive changes that can be made and the solutions we need to ensure that neurodivergent people can thrive. Hewson described how she had feedback from one reader of her book critiquing it as too idealistic. We have to dream and envision what change we need and document it. She stated in the official press release it is not just a book it’s a blueprint or a manifesto.
Diagnosed with dyspraxia at the age of seven and during the pandemic discovered her ADHD. Growing up diagnosed with dyspraxia she didn’t feel comfortable in her neurodivergent identity feeling she had to mask and hide it from others. School wasn’t a positive experience for Alice with her primary school teacher didn’t think she’d pass her SAT exams and not amount to much. This ableism can be traumatic and make or brake a person she insisted. She had got a degree without any additional support and not disclosing her dyspraxia to her university and got two additional master degrees.
She has had an interest in working with young people initially with primary school aged children as a teacher. I asked her whether if her own teacher touched a nerve and had a lasting impact on her interest in working with young people after her own experiences as a neurodivergent child. On that topic she had referenced how her perception changed in what was a formative moment while working in the classroom with a second language English speaking autistic child with a teacher who instructed the child to re-do his colouring of red riding hood when he did it in purple. What Hewson saw from that is the teacher and the environment not considering the self esteem and the psychological safety of the individual. This is something that sets the tone of the book reshaping the environment for the needs of the individual disabled person with reasonable adjustments in place without having to declare diagnoses.
Hewson is insistent on not being defined by her disabilities and never grew up feeling comfortable talking about disabilities is much more confident now in talking about her own disabilities. She thinks it is important to talk and be part of the change for disabled people as they should have the tools to be able to challenge, speak up and feel safe to learn through failing and trying again. But there is a need for universal accessibility she says in public spaces whether it is in schools or workplace reasonable adjustments should be instilled to the environment as an automatic expectation emphasising the importance of ‘universal accessibility’. For buildings there is a legal obligation that a building is to be accessible for those with mobility impairments and disabilities that are wheelchair accessible with ramps and lifts. It is something the caters the needs of the possible need of the ramp by a disabled person without waiting for a disabled attendees but this isn’t the case for other disabilities where not all public spaces cater for reasonable adjustments for those who are deaf, blind or have a neuro-developmental disability. She states of the importance of having ear dedfenders and quiet zones can aid to cater for the needs of neurodivergent people.
As she mentioned the terms psychological safety and mental health first aid which I knew little about and wanted to get a sense of what these things really mean. Unlike first aid training that aids in giving people CPR training, how to do stitching and apply dressing we have a clear sense of what it is for and how people are able to help. What mental health first training which Hewson insists it should be for all people within workplaces as compulsory is recognising signs of a panic attack and to be able to assist someone through one but also noticing the tell tale signs of stress, depression and anxiety and when someone may need help and intervention
This is important as most work places aren’t psychologically safe as many workers are at risk of trauma and mental burnout. Some workplaces have considered psychological safety precautions to include certain performative wellness initiatives like yoga, healthy food or an hour off work it’s not safeguarding people’s mental health doesn't replace the excessive work load and multitudes of demands that people have in the workplace and in a cost of living crisis are at time of financial struggle. What employees need is for management and employers to actively listen to their workers and act on their recommendations to make the work place more inclusive to the needs of the worker. Hewson believes that things should be expected from employers but things need to be talked about for changes to occur we know hierarchy exists in a workplace but it shouldn’t be taken advantaged of.
Like many disabled advocates for change Hewson writes, does public speaking and does consultancy and speaking sessions with organisations but often these things disables people are not paid for the work they put in and get what they are owed which people deserve to be compensated for.
‘The Alice Hewson Interview: Neurodiversity In The Workplace’ drops Sunday 19th of May at 9pm UK time. Listen on podcast platforms by subscribing to ‘Neuro Rainbow Cast with Autisticly Aar’ on Spotify, Apple Podcasts, Audible and Youtube Music or watch on Youtube on the @neurorainbowproject
