Neurodiversity in Media (NDIM) was born to identify a growing and often not addressed issue in an industry which is predicated on reaching engaging different eyeballs, hearts and minds through its advertising. Let’s focus on those minds who deliver the work for a moment.

This is from which the whole NDIM thing sprung. A simple checklist, easy mnemonic or mental framework to consider when you are building things out of your neuro-inclusive workplace. By thinking about the areas where our varied selves can truly thrive, here is a framework which can be delivered, your 4 S’. Systems, Safety, Spaces & Support. I had a think, along with another neurodiverse talent about what we need, and it broadly falls into 4 areas. Better Systems, friendly, supportive Spaces, a feeling of unmasked or environment thriving Safety and ongoing Support…

These 4 S' can apply to you as your own boss or to your employees if you have any. The aim is to create an exclusive workspace to enable the ultimate success in business.

Systems

Systems created to enable acceptance of the ways of working, the sense check and acceptance of the brilliant work from the dyslexic strategist who shouldn’t be reprimanded at because of seemingly incorrect work, or the autistic colleague who does not deliver the work as you expected, or perhaps leaves the camera off as social cues can be difficult. Or perhaps it's the ADHD colleague off script in the pitch, as with their brain wired differently, they may have intuitively sensed what was right for that point. Think about how you set up a world for them to thrive.

Spaces

Spaces, this is the cool bit! Spaces for them to work. From noise cancelling headphones and call booths to sensory experiences, or something as simple as having a helpline or backup support slot. Space to let people be themselves. Remember a lot of mental health problems come from undiagnosed or unrevealed/suppressed conditions. For example, I thought I had anxiety and depression since 2018 but it turns out that just maybe, it was ADHD after all. 1 in 7 remember, and that is likely a minimum.

Safety

Safety. Safety to feel like it is ok to own their difference and not have to mask, which causes further stress. A safe space to be themselves, to not be shamed for being who they are. There are many who do not share their condition and continually mask. What if you could create safety, and proactively encourage communication of their condition, which in turn makes for better understanding of each other, and work all round?

Support

And most of all, Support so people feel they get the help they need and can open up. It is 2 way. The person suffering needs to share their issue for them to be helped but needs to be comfortable to do so. A supportive environment, which sometimes is reactive, could look like a weekly check in clinic, a helpline, or just a tea or coffee.

This aims to serve as a source of inspiration, a user guide, a collection of crowdsourced considerations and questions from the neurodiverse FOR the neurodiverse. We are not laying down the law, nor looking to provide business transformation consultancy, but we just know that we are the best and most unique industry to embrace so many types of people, and we have a chance, starting with your business, to join us on this journey. 

On that note, if you feel we have missed out any considerations (we are not breaking it down to condition specific, but if you have a perspective, we want to hear it), then please let us know. But this is a starting point that we know many can do more on. By thinking a little more about these 4 separate areas of Systems, Spaces, Safety & Support, it can only at worst, serve to make your workplace a little better, a little more inclusive, regardless of the neurological makeup of your talent pool.