Employees with Down syndrome: valued members of the workforce

We have previously discussed other neurodivergent neurotypes in the workplace. This time we will focus on employees with Down syndrome. This neurotype is often not mentioned when we talk about neurodivergence, but it is very much a part of our Western society and workplace. As with other neurodivergent profiles, these individuals bring unique talents and perspectives to the table. Yet their strengths are often overshadowed by prejudice or an overfocus on the challenges. It is high time to set the record straight.

What is Down syndrome?

Down syndrome is a genetic variation in which people have an extra chromosome 21. This affects their cognitive and physical development, but that does not mean that, given that they want to, they cannot work. On the contrary, employees with Down syndrome can make valuable contributions, provided they receive the right support.

Why is Down syndrome a neurodivergent neurotype?

A person with Down syndrome often experiences and interacts with the world in a different way than the neurotypical standard. This causes major challenges on a daily basis in meeting that standard. These challenges can be related to cognition (processing speed), language, motor skills, emotion regulation or social aspects. ¹ These challenges will present themselves differently for each person - so we certainly cannot generalise and assume that every person with Down’s syndrome experiences these challenges to the same degree. Always ask the person themselves what their challenges are.

In addition, it is often assumed that they are of low intelligence, while research shows that 99% of people with Down syndrome are mentally impaired, and therefore 1% are of normal, above-average or high intelligence. This often causes the latter to come up against a wall of incomprehension and discrimination in society and in the workplace. ²

Strengths of employees with Down syndrome

We see that many people with Down syndrome often excel in social interactions, loyalty and perseverance. In the workplace, we often see the following qualities:

• Creativity: they are very good at thinking outside the box and outside the usual set frameworks.
• Friendliness and positivity: they often create a warm and motivating atmosphere within the team.
• Diligence and routine-oriented work: they often thrive in structured work environments with clear tasks.
• High level of commitment: employees with Down syndrome often show great dedication and are usually very loyal to their employer.
• Empathy and cooperation: their social skills often contribute to positive team dynamics.
• Perseverance: they are often go-getters and stay focused on their tasks.

Challenges and how to support them

Of course, there can also be challenges, but these are often easy to overcome with the right support:

• Clear instructions and visual support: people with Down syndrome often process information better if it is presented visually and in a structured way.
• Tailored support: a mentor or buddy can help with training, understanding social aspects and unwritten rules and answering everyday questions.
• Calm work environment: a predictable and structured workplace helps many people to perform optimally.
• Realistic expectations: also give employees with Down syndrome enough time to perform tasks without being rushed.
• Prejudice in the workplace and mothering: even if managers or colleagues often mean well, you must be careful not to make assumptions or take decisions without first checking with the employee with Down’s syndrome. Don’t make assumptions and dare to ask questions.

How can employers contribute?

Employers who hire employees with Down syndrome can gain a lot from inclusion. Here are some concrete steps:

• Create a psychologically safe work environment in which everyone can be themselves and challenges can be shared or addressed without fear of negative consequences.
• Be clear in communication and support instructions with visuals or repetition. Also listen actively and check whether you have understood what your employee wants to tell you (by asking questions or summarising again).
• Allow for flexibility and job crafting so that their strengths are optimally utilised. Do not focus too much on what does not work. Each person is more motivated when they are deployed in the areas in which they excel.
• Offer training and awareness to the team about neurodiversity and the value of inclusion. This will create more understanding and even alliances among colleagues.
• Nothing about us without us: involve your employees with Down’s syndrome in decisions that have an impact on them instead of making decisions for them.
• Create a workplace according to universal design: this means making sure your workplace is accessible to everyone, whether they are neurodivergent or neurotypical, a new, existing or future employee. Small adjustments can have a big impact on their well-being, resilience and productivity, and that is something we want for every employee in our organisation.

Also read our article on why it is a win-win for your company or organisation to focus on this in addition to the moral aspect.

Conclusion

Employees with Down syndrome are an asset to any team. Their strong social skills, creativity, loyalty and perseverance contribute to an innovative and inclusive work culture. By making small adjustments and creating awareness, companies can make optimal use of their unique talents.

Want to get started with neuro-inclusion but not sure where to begin? Discover more in our free e-book or reach out to us.

Sources

Stichting Upside Down. (n.d.). Op het werk.