The conversation around neurodiversity in the workplace is gaining momentum, and voices like Ursula Mogensen and Erin Casey are helping to lead the charge. Ursula, a queer, gender-fluid, neurodivergent librarian and ideas person, brings a wealth of lived experience and creative problem-solving to the table. They joined Corrie Melanson on the Accessibility Ally Podcast to offer their candid reflections, and valuable guidance for creating environments where neurodivergent individuals can thrive—not just survive. Supporting neurodivergence isn’t just about ticking boxes; it’s about fostering workplaces where everyone’s talents are celebrated.
What Is Neurodiversity?
Neurodiversity, as Ursula explains, refers to the natural variations in how people’s brains work, encompassing conditions like ADHD, autism, and more. While society often favors neurotypical ways of thinking and working, neurodivergent individuals bring unique strengths like creative problem-solving and big-picture thinking. But thriving in a workplace often depends on accommodations that allow neurodivergent employees to fully leverage their talents.
Common Workplace Barriers
Ursula shared how traditional workplace structures often feel alienating. Long-term projects with undefined steps, rigid schedules, and environments full of sensory distractions can create significant challenges for neurodivergent employees.
For Erin, who is a parent of two neurodivergent young adults, these barriers often stem from a lack of understanding. She notes that even “invisible disabilities” like ADHD and autism require accommodations that are just as critical as those for visible disabilities.
Some specific challenges include:
Rigid Structures: Ursula highlighted how inflexible work environments can make it difficult to maintain focus or manage larger projects.
Sensory Overload: Open office designs, harsh lighting, and noisy settings can overwhelm neurodivergent employees.
Miscommunication: Neurodivergent individuals may need direct and clear communication with ample context to perform effectively.
Accommodations That Make a Difference
Both Ursula and Erin emphasize that effective accommodations don’t have to be complicated. In fact, small, thoughtful changes can have a big impact. Some examples include:
- Regular Check-Ins: Ursula shared how weekly meetings with her manager help break down large projects into manageable tasks. This support allows her to work through challenges without feeling overwhelmed.
- Flexible Schedules: Ursula found that working from home a couple of days a week reduced decision fatigue, allowing her to focus better on creative and strategic tasks.
- Physical Adjustments: A private office, dual monitors, and tools like a white noise machine help Ursula navigate sensory challenges and stay organized.
- Collaborative Problem-Solving: Ursula explained how verbal processing in meetings often leads to innovative solutions. Encouraging this dynamic can benefit entire teams, not just neurodivergent employees.
These accommodations, Erin notes, often improve the workplace for everyone by fostering better communication, flexibility, and creativity.
Rethinking Productivity
Ursula challenges the traditional emphasis on productivity as a measure of value. She advocates for recognizing the unique contributions neurodivergent individuals bring, like pattern recognition, creativity, and empathy. Accommodations, she argues, should focus on supporting individuals in bringing their best selves to work—not just keeping up with others.
Erin echoes this sentiment, noting how much organizations gain when they see accommodations as opportunities to rethink their systems rather than as a burden.
Toward a More Inclusive Future
Both Ursula and Erin are optimistic about the future of workplace inclusion, especially as the pandemic has shown that flexibility benefits everyone. From hybrid schedules to accessible office designs, many accommodations for neurodivergent individuals enhance productivity and morale across the board.
To truly foster inclusion, businesses must embrace accommodations as an ongoing process. As Ursula puts it, “Just because you’ve done it a couple of times doesn’t mean you get to stop.”
Ultimately, creating a neurodivergent-inclusive workplace isn’t about charity—it’s about valuing the diverse ways people think and contribute. By embracing neurodiversity, organizations unlock new potential for innovation, collaboration, and growth.