Tips for creating a hybrid or remote work environment where neurodivergents thrive

Every neurodivergent person is unique, so it’s essential to tailor remote work environments to individual needs instead of using a one-size-fits-all approach. Whether you’re neurodivergent or managing neurodivergent employees, the key is to ask what environment helps them perform best.

Why remote work benefits many neurodivergent individuals:

• Control over sensory environment: At home, neurodivergent individuals can adjust their environment to suit their needs—wearing comfortable clothes, adjusting lighting, or controlling noise levels. For example, some may prefer soft clothing or certain textures that feel more comfortable.
• No need to mask: Remote work allows individuals to relax and avoid masking behaviours like suppressing the urge to fidget. They can freely use fidget tools like a pen or cube without worrying about disturbing colleagues.
• Hyperfocus: Remote work minimises interruptions, allowing individuals to hyperfocus on tasks for long periods, which can be highly productive for complex projects.
• Flexible schedules: Asynchronous work enables neurodivergent individuals to work during their peak focus times, breaking free from the constraints of a traditional 9-to-5 schedule. Not everyone thrives in rigid work hours.

Why Hybrid Work Can Also Be Beneficial

Not all neurodivergent people prefer fully remote work; some might opt for a hybrid setup for these reasons:

• Motivation from colleagues: Being around others can boost motivation and provide the external structure needed to stay on task.
• Immediate feedback: In-person interactions allow for quick feedback and support from teammates, which can be harder to achieve remotely.
• Nonverbal cues: For some, in-person communication is easier to understand because they can read nonverbal cues like body language.

When they/you opt for working fully remote or hybrid, here are some tips to make it a success

• Foster a supportive environment: First, build a strong and supportive working environment. Continuously work on a sense of belonging: make sure (new) employees feel welcome and part of the group.
• Inclusive and transparent communication: Ensure that everyone is included and transparent in communication and that there is an open feedback culture. Conduct weekly check-ins to assess how everyone is doing professionally and personally. Do not wait for neurodiverse employees to come to you; most of them will pile up their frustrations.
• Provide the right tools: foresee the right tools and benefits of working from home so everyone can flourish. For example, assistive tech such as reading software. or making sure verbal communication is also shared in writing afterwards. Communicate what is required or preferred.
• Adapt your processes and policies to ensure no one is excluded and that they are clear and accessible to everyone. For example, some people will prefer to communicate through audio/video calls, while others will prefer texting or chatting.
• Avoid meeting overload: Don’t plan days full of meetings. Long days filled with meetings can be exhausting for neurodivergent individuals. Keep meetings focused and concise to maintain energy and productivity.

Conclusion

Creating a remote or hybrid work environment that accommodates neurodivergent individuals starts by asking them what they require to thrive in a remote or hybrid working environment. Customizing workspaces and policies not only benefits neurodivergent individuals but also fosters a more inclusive and supportive work culture for everyone

By prioritizing flexibility, psychological safety, and open communication, you can help boost team morale, a sense of beloning, and enhance overall productivity. In the end, a well-designed environment where all team members can perform at their best leads to stronger, more resilient teams.