In this episode of Transform Your Workplace, guest Sheela Ivlev provides valuable insights on how leaders can accommodate and empower neurodivergent employees in the workplace. Sheela, who herself is neurodivergent with ADHD and anxiety, talks about her own challenges and dives into best practices for maximizing employee strengths instead of seeking to diagnose them. Learn how supporting neurodiversity not only benefits employees but also contributes to the overall success of businesses.
GUEST AT A GLANCE
Sheela Ivlev is an author, international speaker, educator, and healthcare clinician, holding licenses and certifications in mental health, diversity, and occupational therapy.
A QUICK GLIMPSE INTO OUR PODCAST
🔊 Podcast: Transform Your Workplace, sponsored by Xenium HR
🎙️ Host: Brandon Laws
📋 In his own words: “The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders.”
DEFINING TERMS
We’ve all probably heard the term “neurodivergent” before, but what does it really mean? And when it comes to the workplace, how can we foster inclusivity when it comes to our neurodivergent employees? In the latest episode of Transform Your Workplace, Sheela Ivlev explained just that. Neurodiversity, she clarified, underscores the uniqueness of every individual’s brain, with “neurotypical” being the term used to describe those whose cognitive processes align with the societal “status quo.”
Sheela, herself neurodivergent with ADHD and anxiety, highlighted the importance of leaders understanding and embracing these differences in both perception and interaction, whether or not their employees have a formal diagnosis. It’s time to recognize not only the needs but also the strengths of neurodivergent employees, ultimately helping them find fulfillment in their roles and leading the business at large to greater success.
PODCAST EPISODE HIGHLIGHTS
The Right Approach
“There are so many reasons I would love to highlight all the qualities that neurodivergent people bring to the workplace. It’s not about, ‘Oh, let me suspect who has it, and let’s diagnose them.’ It’s more about, ‘Let’s look at strengths that people bring.’ And so we solve problems in ways that other people wouldn’t even think to because our brains perceive the world differently, right? We think differently.”
Sensory Overload
“So there’s just a lot of fatigue, and there’s not much compassion for that. If that’s not something that’s a problem for you, you don’t recognize how draining [it is]. If you’re an introvert, and you’re forced to do these like social events and icebreakers, think about how much that takes out of you. So now imagine you have to discern sounds and discern what information is important. Whether you have a sensory processing disorder or you’re on the spectrum or ADHD or any of the many conditions that are within that category, just the sensory inputs can be problematic, and then even more heightened and overwhelming when you had found this safe space to not have to deal with it on a daily basis.”
A Benefit for All
“You might not know which one of your colleagues might be neurodivergent, or they may not even know. And so why not take some extra steps and create this more inclusive environment? You know, most of these accommodations, the kind of generalized ones, benefit everybody. So it’s like, why not do it? And so having sensory-friendly spaces because you can’t retrofit your whole office, right? […] Somebody can take like a 5-minute break, decompress, and get back to what they need to do, or maybe even quietly work in that space. Communication, I think, is huge. And again, this is for anyone to benefit from. […] Get to the point in meetings, right? Like, get out that fluff, set clear expectations either for people’s jobs, have agendas for meetings. Like, doesn’t everybody love that structure?”
Focusing on Strengths
“And especially if you do know that somebody within your team is neurodivergent, really focus on their strengths. Put them in positions where they can utilize their strengths. As I mentioned, […] being creative and solving creative problems and concentration on certain tasks, for many neurodivergent people, are just off the charts, […] so put them in positions where they can really succeed and support other people.”
The Bottom Line
“I think it’s important for everyone to recognize that we all learn, think, communicate, and thrive differently. And so neurodivergent employees have a lot to offer workplaces.
I think that any employer that is truly committed to being inclusive, truly committed to building a safe and compassionate workplace, needs to take action. And unfortunately, business is all about how you are going to help the business, but it’s going to help the business. It’s going to help the organization succeed, and along the way, you can help all the people in it — neurodivergent and neurotypical.”
LEARN MORE
Are you an employer seeking workplace support? Find more info on Sheela’s consulting services and other helpful resources here.