Embracing bipolarity in the workplace: a guide to neuro-inclusion

In the ever-evolving landscape of workplace diversity and inclusion, the conversation around neurodiversity is gaining momentum. Among the neurotypes discussed, bipolarity often remains overshadowed despite 2 % of the population being bipolar and the unique perspectives and wealth of strengths to the professional environment they offer. And that by far outweighs any perceived risks.

Understanding Bipolarity

From the neurodiversity paradigm, we do not see bipolar as a disorder but as a natural variation of the brain, a different thinking style or a different way of perceiving and dealing with the world. Depending on the individual, there may be challenges related to shifts in mood, energy, and activity levels. These shifts can range from periods of intense, elevated mood (hypomania or mania) known to episodes of deep depression. It may also affect their cognitive function, such as attention, memory and learning.

Renowned individuals such as Vincent van Gogh, Russel Brand, Stephen Fry, Mel Gibson, Frida Kahlo, Gustav Mahler, Edgar Allan Poe, Amy Winehouse, and Ted Turner exemplify the extraordinary contributions of those with bipolarity across various fields.

Workplace strengths of bipolar employees

Many individuals with bipolarity show:

• Higher resilience. This allows individuals to persevere when facing difficult times in their pursuit of success.
• High self-awareness of emotions and high EQ can be valuable tools in building strong business relationships and connections. They anticipate the needs and desires of colleagues, team members, and clients and empathise with them, which makes them great leaders. It also makes them more aware of friction and uphill changes.
• They see patterns and think in broad categories, making them great breakthrough thinkers in the team.
• They can have periods of flow, allowing them to be very productive, fast, out-of-the-box, and creative thinkers. This results in innovation, optimisation, breaking the status quo, and solutions for complex problems.
• They can be very passionate about certain topics. Their energy and enthusiasm can be contagious to colleagues, making them inspiring leaders and good at presenting their ideas, convincing others, and creating a basis of support.

Challenges faced by bipolar employees and how to overcome them in the workplace

While individuals with bipolarity have immense potential, they may face challenges at the workplace, such as:

• Higher Unemployment: stigma and discrimination lead to difficulties in securing and maintaining employment. Don’t overfocus on the risk. Also, consider the benefits and cultural additions of hiring this person.
• Difficulty with managing stress or handling unexpected workplace changes, which could be exacerbated by deadlines and heavy workloads. Providing autonomy, freedom, and routine can help to manage stress levels.
• Executive functions include time management, organising and planning, focus, setting boundaries, and working memory. Training on soft skills or supporting employees with these challenges can help but don’t overfocus on them. It’s better to craft a job that enables them to use their strengths.
• Fluctuating energy levels and periods of elevated mood (mania) and depression can impact work performance and interactions. Therefore, it’s important to give them the space to create a good balance between life and work.
• Sensory Overload is feeling overwhelmed by excessive noise, lights, or activity, which can impact focus and productivity. Providing workplace accommodations can help.
• Self-reproach and negative thinking: battling feelings of guilt, self-doubt, and persistent negative thoughts. Praise and credit for their work and allowing them to use their talents can help improve their self-confidence.
• Fast-paced thinking: Speed of thought during peak phases can frustrate or irritate colleagues who might not keep pace. Pair working can help them slow down more and be less impulsive in decision-making.
• Challenging established norms: there is a tendency to question and push beyond traditional boundaries, leading to conflict in a rigid work environment. On the other hand, this helps break the status quo and create a culture of inclusion.
• Low sensitivity to peer pressure: this can lead to isolation or conflict if not managed with understanding and support. It’s essential to continuously work on team dynamics and ensure everyone feels connected and that they belong.

Supporting bipolar employees: strategies for inclusion

Offering a supportive workplace can significantly enhance productivity and well-being. And allow them to be themself and fully thrive. This involves several vital strategies:

• Make sure the work environment is psychologically safe.
  • Maintain a zero-tolerance policy towards prejudice, (indirect) discrimination and non-inclusive language.
  • As a manager, set a good example: talk openly about neurodiversity and bipolar. And give credit for big and small accomplishments.
  • Provide the team and organisation with literature and training on neurodiversity so that everyone understands the subject better.
  • Ensure that managers and the team receive the proper guidance on neurodiversity at work.
  • Communicate clearly, openly and transparently. Don’t let miscommunication and friction grow bigger, but address them immediately with the team.
  • Do regular check-ins, preferably every week, for five to fifteen minutes. This enables you to intervene more quickly.
• Recognise the strengths of the bipolar employee and make good use of them. For the creative ones, make sure they have a creative outlet.
• Give the bipolar employee the flexibility and space to organise their work as they want or consider necessary. And encourage a good work-life balance and routine to create stability.
• Provide reasonable accommodations that reduce individual challenges or eliminate systemic barriers, such as:
  • flexible hours, self-paced workload, remote work, working part-time,
  • being able to go for a walk or meditate during work, ability to take regular breaks (especially when stress levels rise),
  • noise-cancelling headphones,
  • working in smaller steps, focus on one project at a time, deciding whether to work alone or collaborate with co-workers, autonomy, job crafting, etc.
• Having supportive and compassionate co-workers and supervisors helps them thrive, feel welcome, accepted, and appreciated, and feel at ease at work. Provide a buddy who helps the employee with bipolar disorder with challenges such as feeling their boundaries.
• Ensure that expectations and tasks are clear and not unrealistic.
• Take an individual approach because every employee with bipolar is unique and has unique talents and challenges.

Building a Neuro-Inclusive Future

In conclusion, recognising and harnessing the unique strengths of bipolar employees not only benefits them individually but enriches the entire organisational ecosystem. By implementing supportive measures and fostering an inclusive culture, companies can unlock the full potential of their neurodiverse workforce, leading to enhanced innovation, productivity, and a stronger sense of community.

Let’s embrace the journey towards a neuro-inclusive workplace where every individual has the opportunity to thrive.