Finding your voice in the workplace

Advice…

“The most important thing is to know yourself. What do you struggle with, and what are you good at? Only when you know yourself can you accept yourself, and only when you accept yourself can you articulate who you are and what makes you valuable. Your voice is the most powerful thing you have, it’s what connects you with other people. If you can connect with others so that they can see your worth, you can make a difference in their lives.” Martin Bloomfield

“Do not be afraid to ask for reasonable adjustments that you need. Your need for an adjustment does not reflect a deficiency or fault in yourself. Instead it highlights barriers in the environment or the way that work is organised that need to be removed…” Laura William – Associate Professor of Employment Relations and Equality, Director of Diversity Interest Group, Co-Director of Centre for Research in Employment & Work, School of Management and Marketing.

“Find people to talk to about your issues, even if they aren’t the exact right fit….it pays off to have a listening ear on a bad day”. Emily Watton

“There’s so many great workplaces that will support you in being who you are, don’t settle for somewhere that holds you back.” Gwen Diagram, Head of Engineering, Glean.

“Remember that everyone is human, they have all made mistakes too.” Sarah Elliot-McHale IT Support, Glean.

“What you think is a disadvantage is more often than not, your strength.” Scott Lomax, Sales Development Team Lead, Glean

“Don’t underestimate the power of finding a supportive, inclusive workplace that values your voice – it’s been an absolute game-changer for me.” Sarah Hardy, Demand Generation Manager, Glean

“I used to find switching between tasks overwhelming and was constantly afraid of forgetting something or dropping the ball. I’ve overhauled how I manage my task list and keep really detailed notes about every project, almost like a diary. It’s increased my trust in myself and really boosted my confidence, and I can see that I’m performing better. I would never have created the headspace to change my working methods were I not in a workplace that supports staff in their differences.” Anja Madhvani, Glean

“My Motto is if you don’t ask, you don’t get.  There’s always someone at work, who is willing to listen to your needs. Ask and the support will be given, this will help you to become the better you.” Liz Takyi – neurobox Ambassador and Speaker

“Recognise your own potential and excellence from within first. By doing so, you’ll always maintain a resourceful mindset, whether you’re at work or elsewhere.”Annie Hitchman 

“Authenticity is key and there is definitely space for us neurodivergent people in the workplace.” Zoe-Jane Littlewood.

“It’s important to believe in yourself and know that your voice is of value… On a very practical level I would say do your homework and prepare, figure out all the things you are great at, which are a good match for your day job and the areas of challenge where you may need support and become your own best advocate and ally. I also think there is power in connection, so if you can find others in your organisation who are neurodivergent, brilliant – a support network can inspire, support and strengthen us.” Donna Stevenson, Expert Training & Development at neurobox

“It’s difficult to find your voice when you feel alone. This can particularly be the case in the workplace. However, the chances of you being the only neurodifferent person in your organisation are statistically pretty slim! If your company has an Employee Resource Group for neurodiversity or inclusivity, joining that is a great way to gain confidence and be proactive, and if your organisation doesn’t have employee groups perhaps talk to your HR department about starting one. Mark Woodward, Head of Occupational Delivery, neurobox

“Remember that everyone’s journey towards self-expression is different, so be patient with yourself.  Seek out mentors and allies who can offer guidance and support as you navigate the workplace. And always keep being you! Jen Watton, neurobox

“Finding our way in the workplace can often be challenging, tricky or at times we are just not sure what to do? I think we can often make things way more complicated for ourselves than we need to and to be able to find someone you can talk it through with or write in down for yourself is often a great place to start. Finding a new map, or making your own? The path becomes a little clearer, the obstacles a little easier to move and we can begin to see what small steps we can start taking for ourselves to find our way to where we want to go or at times need to go. It doesn’t have to be the same way others are doing it, there are many paths that lead to the same destination! What would be the first step you feel could help you today. ” Michelle Prtichard – Workplace Strategy Coach, neurobox

“It is easier to say than to do, but have confidence. We often default to the negatives and apologise as we tell people about our dyslexia, but we all know it brings a lot of strengths and if the company needs to make some adaptations to get the best out of us then that is just part and parcel of being a good employer.
With that in mind, consider who your employer is or will be in the future. Is it a company that is positive about neurodiversity? Are they going to be willing to accommodate needs and also see the benefits? If it isn’t that sort of company, do you want to be working there?
Hopefully, you have a manager you can trust and speak to openly. If you don’t, try and find someone else in the company at a senior level who you can discuss any issues with (even better if you can find a neurodivergent manager!).
Be brave. Ask for an occupational health assessment. You potentially won’t need to tell your manager why and occupation health should be used to address things such as dyslexia. It can be a good starting point and get you any assistance you may need. Many companies have internal groups now that focus on issues such as neurodiversity. If you are nervous or unsure how the company will respond to a disclosure, for example, you could always speak confidentially to one of those members.It is so important to remember how masking takes up your own internal resources which leaves you fewer resources to deal with your job, or even your homelife. Most employers nowadays will be open to the conversation and considering any options and if they aren’t, is that the employer for you? Taking that first step can be scary but finding your voice in the workplace will almost certainly improve your work experience and open doors in the future. “Matt Head, Dyslexia Life Hacks 

“Recent research (‘Remote4All’) found that remote working can be beneficial for disabled and/or neurodiverse people, it gives greater options for flexible working, access to appropriate technology and the ability to utilise individual communication preferences and styles, thus levelling the playing field. The Remote4All study also found that line manager support was lacking and more in-depth training required in understanding better the needs of disabled and/or neurodiverse remote workers. Without effective support disabled and/or neurodiverse remote workers may feel socially isolated and/or invisible when working remotely, thus affecting their mental health and well-being. Line managers play an important role in encouraging and empowering individuals to come forward to request positive adjustments such as remote working, and enabling disabled and/or neurodiverse workers to better understand their strengths and to develop their skills and talents. Developing remote working digital resilience and competencies are vital to supporting well-being, when remote working and to foster an inclusive workplace.” Dr Christine Grant

“How we spend our days is, of course, how we spend our lives.” (Annie Dillard) According to research, we will spend 90,000 hours at work over a lifetime, that’s approximately 10 years. That’s a looooooooong time to spend feeling lost and unfulfilled. Dr Deborah Leveroy, Head of Research & Consultancy at neurobox

“Communicate with your colleagues. Communication is key. Ultimately in the workplace there is a shared goal – those of the companies, or shared values of people in the company. There is a relationship based on the company fundamentals – we are on the same team. We all have strengths. Have focus groups where we are transparent about our strengths and challenges in a supportive way. Build real working relationships where being human is a part of the job…

…Education is key. Help colleagues to understand your needs and be open to understanding theirs. The tide is changing, and some people feel put out by not fully understanding the struggle of neurodiverse people or those with hidden disabilities and feel they are getting special treatment. It is our responsibility to help them see how the challenge is intensified, as yes, sure, we may all feel fatigue or a bit sensory – however the debilitations of it is more intense for a neurodiverse person. Somebody eating crisps in the office could be their down fall and another person may not even notice it. Cooperation and tolerance equals peace and we need both to live and work together. Demet Daynach – workplace strategy coach

“At Texthelp, we are shaping a more inclusive future where everybody can use their unique voice through the power of assistive technology. With a goal to help 1 billion people by 2030, we are empowering individuals in education and the workplace to unlock their full potential.

We firmly believe that with the right environment, tools, and support, every individual can thrive. In today’s ever-evolving workforce, where 1 in 5 individuals are neurodivergent, companies have a unique opportunity to harness neurodiverse talents.

By fostering a culture that celebrates differences and harnessing the capabilities of inclusive technology, workplaces can empower employees to bring their authentic selves to work and effectively use their voice.”

Our Texthelpers are passionate allies on our inclusion mission:

“Finding your voice in the workplace means feeling empowered to be your whole self, share your ideas, and contribute to the team’s success.” Donna Thomson, Principal Marketing Specialist, TextHelp

“Neurodiversity is a spectrum of strengths, not limitations. By celebrating those differences and providing flexible support workplaces can unlock incredible potential.” Keith Balmer, Business Development Manager, TextHelp

“Working in neurodiverse teams challenges my assumptions on a daily basis and also helps me approach problems with a more creative and flexible manner.” Amy McClure, Regional Sales Director, TextHelp

“Creating an inclusive environment where everyone can be their authentic self is the key to unlocking the full potential of every employee.” Cathy Donnelly, Chief People Officer, TextHelp

“When you create a culture where differences are celebrated, everyone wins – not just those who may need inclusive solutions.” Ryan Graham, Chief Technology Officer and Executive Sponsor of Enable Employee Resource Group (ERG).

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