The COVID lockdowns of 2020 brought hardship and grief for so many of us, but it also heralded some positive changes. One of those changes was seeing and appreciating, in real-time, that Mother Nature can heal itself quite quickly when given the opportunity. The other was that a surprising number of industries, who may have never considered it, could offer remote work options.
In this article, I share some of the benefits of work-from-home options for neurodivergent employees. However, it’s important to note that remote work opportunities can provide value and accessibility for multiple different groups of people, including, but not limited to:
- Anxious people
- Chronically ill people
- Disabled people
- Parents with young, sick, or disabled children
- Workers with sick, disabled, or aging family members
- Individuals with reduced immunity
- Those with limited access to reliable/cost-effective transportation
Just think of how many people, who are often passed over for gainful employment due to circumstances beyond their control, could benefit from having access to remote work opportunities!
12 Ways Remote Work Provides Accessibility and Increases Productivity for Neurodivergent Workers
- Fewer Distractions/Interruptions
Those who are autistic or have ADHD often go into hyperfocus, which is a type of flow state where thoughts and work pour out rapidly and effortlessly.
While it’s a wonderful feeling to be so completely tuned in and productive, working in a busy office with other employees virtually guarantees constant interruptions to this flow state. Once momentum has been lost, it is very difficult for the neurodivergent person to get it back again.
Being frequently interrupted during a state of hyperfocus can feel as jarring and emotionally dysregulating for a neurodivergent person as being repeatedly awoken from sleep would be for a neurotypical person.
A work-from-home option eliminates all of this, allowing the neurodivergent person to work comfortably and according to the needs of their brain.
- Less Pressure to Socialize
For many neurodivergent people, socializing isn’t a fun way to ease stress and break up the monotony of the work day. It’s often the exact opposite. Stressful work projects and mounting deadlines are taxing enough on their own. When they are coupled with the pressure to mask (hide neurodivergent traits while simultaneously “performing” neurotypical ones) during chit-chat, it can sap all the energy needed for the job right out of the employee before they even gain momentum!
Remote work options virtually eliminate this energy drain and allow the neurodivergent employee to use their resources to work at the job they were hired for.
- Freedom to Unmask
Another benefit to remote work for neurodivergent employees is the freedom to unmask and be fully themselves in the privacy of their own homes.
This means being able to accommodate sensory needs, use sensory aids (also referred to as ‘stim toys’) to help with focus and regulation, and not having to constantly police our tone, facial expressions, body movements, etc. for fear of offending others.
We can just be.
- Ability to Use Preferred Communication Methods
Working in an office often means being expected to communicate with dozens of people a day, face-to-face, on the phone, in one-on-one settings, over messenger, and in the meeting room. This can be very overwhelming for your neurodivergent employees who may have auditory processing differences, slower processing speed, or difficulty understanding subtext.
With remote work options, communication is more likely to come in the form of emails (where they can be read over as many times as needed) or video calls (where captions can be turned on).
- Fewer People Relaying Important Company Information
Remember the game ‘telephone’ we played as kids? The one where one kid selected a phrase, whispered it in his neighbor’s ear, and it went around the room until the original sentence and its intended meaning were completely lost!
Sometimes, deciphering communication and intended meaning can feel like that for your neurodivergent employees (only with much higher stakes).
When a neurodivergent employee is provided the opportunity to work from home, the information given is likely to be funneled through one or two people instead of a dozen or more, and that’s much easier to process.
- Freedom to Create an Ideal Sensory Environment
With phones ringing, employees talking, computer keys clacking, fluorescent lights burning, and dueling smells wafting in from the kitchen and all around the office, working on-site can be a distracting and overwhelming sensory experience for your neurodivergent employees.
If continual discomfort (and the pressure to hide that discomfort) are where most of your energy goes during the workday, you’re bound to miss deadlines and make more than a few mistakes.
When an employee works remotely, they’re able to create their ideal sensory environment, so that all of their energy and concentration can be safely allocated to assigned tasks.
- Opportunity to Set Work Hours for Peak Performance
As I type this, it’s 2:13 AM, and this is a common time for me to work because it’s when I’m at my best. I’ve always been a night owl, struggling through the day with limited energy and sensory overwhelm but then hitting my stride well after most people have gone to bed.
Of course, when I worked a traditional office job, I was expected to keep traditional office hours. Since this went against my particular circadian rhythm, I often felt drained and unproductive until it was almost time to go home for the day.
Everybody, regardless of neurotype, has their own peaks and valleys when it comes to energy and productivity. Some work best in the morning, some in the afternoon, some in the evening, and some in the wee hours. You may be missing out on the best of your employees when they are forced to go against their natural cycle.
Working from home can allow people to work hours that are more in line with their circadian rhythm, which often improves productivity!
- Video Meetings Less Stressful/More Accessible
As I mentioned above, sensory overload, auditory processing differences, and slower processing speed can all have a significant impact on your neurodivergent employee’s ability to take in essential information. In-person meetings often compound this issue because multiple people tend to speak at once against a backdrop of ambient noise.
With remote video meetings, captions can be turned on for easier processing, and the meeting itself is less stressful when other sensory factors are eliminated.
- Ability to Attend Doctor/Therapy Appointments Between Projects
Many neurodivergent people also experience co-morbid physical issues such as migraines, hypermobility, and gastrointestinal issues, as well as mental health issues such as depression, anxiety, and post-traumatic stress disorder.
Working from home not only helps the person living with these conditions avoid triggering flare-ups, it gives them the flexibility to attend regular doctor and therapy appointments during working hours while having the opportunity to make up the time later on.
- Avoids Lengthy and Overwhelming Commute Time
Commutes are stressful in general due to traffic, construction, and public transportation delays, and this stress is often compounded for neurodivergent people, whose nervous systems are already wired for hypervigilance.
Remote work eliminates the need for a difficult commute and allows your employees to get to work right away instead of needing 40 minutes to recover from the brake-slamming, car-honking mayhem that is rush-hour traffic.
- Freedom to Work at Own Pace
Being allowed to work remotely not only gives employees the ability to set their own hours, it also offers them the freedom to work at their own pace. This way, they can discover and work in tune with their natural rhythm without being influenced and pressured to conform to the pace and style of everyone else around them.
- Eliminates Uncomfortable Feeling of Being Monitored
For many neurodivergent people, being monitored can cause a distracting and energy-sapping amount of stress. Feeling as though your co-workers are watching and scrutinizing your natural way of being or your supervisor is micro-managing your unique approach to tasks can heighten anxiety to the point of total shutdown.
Working remotely eliminates this common but often unrecognized source of neurodivergent stress so that your employees can be fully themselves without fear of judgment, questions, or reprisal.
The Takeaway
The benefits of offering remote work for your employees far outweigh the potential downsides. Even hybrid options where your employees are only required to come into the office once or twice a week can provide essential accessibility while reducing stress and increasing productivity.
If your industry can offer a work-from-home or hybrid option, I strongly recommend it. You’ll not only be more likely to retain the employees you have, but you’ll also have the opportunity to pull from a wider talent pool that could take your business to the next level and beyond!
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