Everyone sees the world differently, and everyone takes that perspective with them, wherever they go. Including the workplace.
It's awfully easy to forget that no two people see exactly the same, which is perhaps all the more reason why we have to be willing to ask questions and listen to one another, says John Dony, CEO and co-founder of What Works Institute.
Dony and his colleague Sarah Ischer recently presented some guidance on how to make workplace safety and health programs and practices more neurodiverse friendly, inclusive, adaptable and effective at the American Industrial Hygienist Association's conference, AIHA Connect.
The term neurodiversity, a portmanteau of the words "neurological" and "diversity," was coined in the late 1990s as a way to explain the differences in how people's brains think, learn, perceive and process information. Neurodiversity is an umbrella term that includes people who have been diagnosed with autism spectrum disorder, ADHD, dsylexia, dyspraxia, dyscalculia or another learning disability. Studies estimate that about one in every five or six workers (15% to 20%) is neurodiverse.
"Not knowing the number of employees you have that are neurodiverse is not a reason to not do something," Dony says. "That’s where you have to start.
"Your action is understanding what this looks like for you, where you are. What are you doing now? What could you do more easily in the short term? Start with things that anybody can do. You don't need to be highly scientific to start an employee resource group, right? You don't need to be highly scientific to bring together some people to start talking about it and learning what your employees and workers are experiencing. Those are those are things that anybody can do tomorrow."
Before launching the institute in November 2024, Dony was director at the Phylmar Group, a West Coast-focused EHS network organization. Prior to that, he spent 16 years at the National Safety Council. In short, he understands the rules and regulations for how to make workplaces safer.
But the topic of neurodiversity accommodations goes beyond the traditional physical injury aspect of safety; it's in the vein of total worker health and psychological safety. It's also deeply personal for Dony, who identifies as neurodivergent. His desire to live a more authentic life prompted him to explore the convergence of neurodiversity and workplace safety.
Dony says that workers who don't feel comfortable or safe enough to disclose a diagnosis or ask for accommodations are at risk of harm, both to themself and others.
Beyond a risk management aspect, creating a more neurodiverse friendly workplace invites people to share their concerns or problems as well as possible solutions. In the process, it brings out the best in all employees and makes the workplace better for everyone.
"It's our job as the people who have been tasked with keeping others safe and healthy and whole to understand what that means to the best of our ability—and to go after it to the best of our ability," Dony says. "To me, that's what this is. That's the mission statement.
"When the the scope of that changes, we have to be ready to change with it. I don't think it's ever been otherwise. It's a tough job, for sure. I'm not saying it's not a hard job, but I think it's if we're truly committed to it, then we have to be committed to going after it."
Listen to Dony's full conversation with Managing Editor Nicole Stempak below.
Editor's Note: What Works Institute is publishing a series of documents on neurodiversity in EHS. More information can be found here.
