Abigail Pressler, Counsel at Ballard Spahr, uses her own story to reveal how employers can recognize and embrace neurodiversity and what they gain when they do.
Abigail Pressler used to spend a lot of her energy trying to appear “normal” at work. As someone with ADHD and Asperger's syndrome, she found workplaces unaccepting and unsupportive. She often felt the need to prove herself and her value. Then, she realized her ability to think differently was also one of her biggest advantages.
According to Abigail, “Neurodivergent people have different ideas and perspectives, but often don’t share them because they feel misunderstood. This is a resource that we’re all missing out on.”
Neurodivergent employees can bring new insights and ways of seeing things to the workplace. When employers recognize and embrace neurodiversity, they gain enhanced perspectives that strengthen their overall business.
Like all neurodivergent people, Abigail has a non-traditional approach and way of seeing things. As she explains, seeing things differently is often misunderstood. “People on the spectrum like to do things a certain way. Sometimes that’s misperceived as defiance. Or because they struggle to read social cues and communicate effectively, they’re perceived as unprofessional, rude, and insensitive.”
Instead of jumping to conclusions and assuming defiance or unprofessionalism, Abigail suggests taking a thoughtful versus reactionary approach. “When you see a pattern of these behaviors, take a moment and ask yourself “is this defiance? Or is there something else going on here?””
From there, you can assess the situation and provide that employee the right support and work environment. Ultimately, it’s small adjustments that make a massive difference on the work experience of neurodivergent people.
Move the employee's seat away from the center or the room.
Block off periods of their schedule where they can work uninterrupted.
Allow them to wear headphones while working.
Explain why tasks need to be done in a certain way.
It will, of course, depend on the needs of the individual, so patience and understanding are key. Small moves like these help neurodivergent people bring new perspectives and value to your team.
Watch the full interview for more of Abigail's insights.