Why Context Matters in Building Neurodiverse-Friendly Environments in Our Work Cultures and Beyond

One significant source of frustration for many neurodiverse individuals like me is the feeling of being misunderstood and unfairly judged by the neurotypical community. Often, people don’t realize that communication is extremely difficult due to our symptoms and challenges like auditory and sensory difficulties.

How can we overcome this challenge? By understanding and gaining insight into each person's challenges and perspectives—in other words, by recognizing the value of context over assumptions. As a member of the neurodivergent community, I can attest that taking the time to gain a little context helps reduce miscommunication and feelings of exclusion. It also increases feelings of inclusion and belonging, fostering a more supportive and understanding environment for everyone.

Why is this important?

For starters, context is not cut and dry; there are many different types of context.

·         Temporal context refers to time-related factors that influence behavior, such as the time of day. For example, a member of the neurodivergent community may find being 100% at specific times challenging. I struggle with this at times because of my auditory and sensory challenges.

·         Social Psychological Context is the social and psychological factors that shape interactions and communication and influences how individual perceive and respond to each other. This includes roles, relationships, social norms, group dynamics, individual personalities, social status, and power relationships.

Example: A neurodivergent employee might hesitate to speak up in a large meeting with senior colleagues. Their social anxiety, a common trait in some neurodivergent conditions, might make them feel uncomfortable expressing themselves in a situation with a perceived power imbalance. Also, they might be scared to speak because of how they have been treated in the past. I know this causes me to not speak up at times.

·         Cultural context in cross-cultural communication refers to the beliefs, values, customs, and practices shared by a particular group or society, significantly influencing communication styles, behaviors, and interpretations. For example, a neurodivergent from a culture strongly emphasizing indirect communication might misinterpret a neurotypical colleague's blunt and direct criticism. It’s not just a factor but a necessity.

·         Physical context refers to effects on information processing; people with dyslexia might find reading instructions on a cluttered bulletin board challenging. Additionally, the physical layout impacts how individuals with social communication difficulties interpret nonverbal cues. Reading facial expressions or body language can be harder in an open-plan office, making social interaction more stressful.

Understanding these social, psychological, and cultural contexts is a responsibility and commitment. These contexts provide the backdrop against which behaviors and messages are interpreted, promoting effective communication.

Physical context, the surrounding environment, and its characteristics, significantly influences interactions. This is particularly pertinent for the neurodiverse community. Many neurodivergent conditions, such as autism spectrum disorder (ASD) and ADHD, involve sensory sensitivities. In these cases, bright lights, loud noises, or strong smells can trigger sensory overload, making it challenging to focus or participate. This can have a profound impact on learning, as a brightly lit, noisy classroom can overwhelm a student with ASD, hindering their learning process.

As a personal example, I often am judged for asking a person to repeat something, and most times, it is because I am in a noisy environment and how a person articulates their message. Being in a loud setting can overwhelm my senses, making it challenging to focus on the conversation and understand what is being said. Understanding and accommodating these environmental factors can significantly improve communication and reduce misunderstandings.

As a neurotypical, how can you gain context to create a more neurodiverse-friendly work culture?

ONE: One way to start is by reframing your perspectives on everyday interactions and challenges. By valuing the unique perspectives and experiences of neurodiverse individuals, you can foster an inclusive environment.

Making this shift requires increased awareness of how people's thoughts shape their responses so you respond respectfully and supportably rather than judgmentally. As a neurodiverse person and as a person who has worked in mental health, I can tell you that when a person takes the time to understand, it can mean the world to us.

TWO: By gaining context regarding auditory and sensory challenges, neurotypicals can better understand how these factors influence neurodivergent individuals' experiences in the workplace. Recognizing that sensory overload or difficulty processing information can affect responses, you can approach these situations with empathy and support rather than frustration or judgment.

Taking this approach will foster understanding and promote a culture of empathy and respect, encouraging the implementation of supportive measures that make the workplace more inclusive and accommodating for neurodivergent individuals, resulting in improved communication and collaboration.

THREE: It is not just up to us who are neurodivergent to bridge the communication gap; it is also up to neurotypicals to meet us. When neurotypical and neurodivergent individuals try to understand and accommodate each other, it fosters an inclusive environment where diverse perspectives are valued, and everyone can thrive instead of creating unnecessary barriers.

We create a culture that fosters open-mindedness, dismantles misconceptions, and builds a society where differences are embraced and celebrated. Otherwise, it creates barriers to understanding and collaboration, reinforcing existing stigmas and preventing meaningful connections, unnecessarily making everyone's life harder.

Final Thoughts

As a member of the neurodivergent community who is also a mental health support worker creating a true authentic inclusive work culture takes a lot more than hashtags and social media likes. It requires understanding each individual's needs and the importance of context. Without this understanding, we create a disconnect, and are failing the neurodivergent communities.

By acknowledging and valuing team members' diverse experiences, we foster a supportive and dynamic work environment where everyone feels seen, heard, and valued. Join us in celebrating diversity and empowering every individual by sharing your experiences and insights, helping us build a more inclusive future together. Tailor support to individual needs, respect social and cultural factors, consider environmental impacts, and understand historical and personal contexts.

It is crucial we recognize stop judging and adapting communication preferences, and start being mindful about how things like sensory sensitivities impact communication. By prioritizing context and fostering clear, respectful, and meaningful communication, creating inclusive environments where everyone can thrive.

References and Resources

Nash, J. (2024, July 11). Neurodiversity in the Workplace: A Strengths-Based Approach. PositivePsychology.com. https://positivepsychology.com/neurodiversity-in-the-workplace/

Martin, M., & Houghton, J. (n.d.). Workplace inclusion: Building the case for neurodiversity and creating inclusive experiences for all. Middlebury College.

pen spark https://www.middlebury.edu/sites/default/files/2022-11/Texthelp-DEI%20Guide%20Neurodiversity%20in%20the%20workplace.pdf

Goulet, J. (2022, December 15). Stop Asking Neurodivergent People to Change the Way They Communicate. Harvard Business Review. https://hbr.org/2022/10/stop-asking-neurodivergent-people-to-change-the-way-they-communicate

Drew, C. (2023, September 21). Context in Communication: 10 Important Types with Examples. Helpful Professor. https://helpfulprofessor.com/context-in-communication/

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