Guest blog by Debra Parsons, Learning & Organisational Development Manager:
Earlier this autumn, I was presented with the opportunity to deliver a short learning session, inviting feedback from our neurodivergent colleagues on our workshop delivery practices. The aim was to enhance our methods and maximize accessibility.
While it can be a bit unsettling to have your work scrutinized, it's also one of the most effective ways to grow and improve. Embracing this chance, I selected a session that I could deliver in 40 minutes, followed by a feedback discussion.
Neurodiversity is an area we touch on in several of our leadership development workshops. With 1 in 7 people being neurodivergent, it's crucial to understand this aspect of equality, diversity, and inclusion. The more we learn, the better we can support individuals in leveraging their strengths, ultimately benefiting from their valuable contributions.
Listening to a colleague share their experience of "masking" to fit in daily was eye-opening. It highlighted how exhausting this can be, as well as the confusion felt about how to behave. It helped me to focus on the added perception/pressure felt by neurodivergent colleagues to conform to societal expectations which are often vague and so cause confusion.
So, how do we create a learning environment where people feel they can be authentic and learn in a way that suits them?
The feedback session generated lots of ideas and thoughts including:
- Allowing time for people to introduce themselves to their tablemates, to create a calm environment
- Providing paper and pens on tables for note-taking, doodling and capturing notes from table discussions
- Adjusting lighting levels and minimizing noise to reduce overwhelm.
- Encouraging people to move around during the session if needed.
- Avoiding vague icebreakers that ask people to "share something about themselves," as this can increase stress for some neurodivergent people
- Providing clear, written instructions for activities and asking groups to designate a spokesperson for feedback.
What did I learn from this hour?
There are both strengths and areas for improvement in my approach. Simple adjustments in our learning environment can make the experience more accessible and enjoyable for everyone, and that being open to making dynamic adjustments to support individuals is fundamental to them being able to engage with learning positively.
Finally, thank you to colleagues who came to this session and offered their feedback and shared life experiences in the spirit of learning. It was much appreciated.
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