Too often, neurodivergence is discussed as either a set of challenges to address or as superpowers. Single-focus views, however, are oversimplifications missing a crucial point: both challenges and superpowers develop and exist within a context. The sensitivity and intensity of the neurodivergent nervous system can result in outstanding creativity or burnout – and the context plays a crucial role.
In application to work contexts, ensuring sensory safety and preventing overload are essential. However, focusing solely on minimizing discomfort overlooks a vital opportunity—the chance to create joy and unlock creativity.
The full potential of neurodivergent employees shines when we move beyond simply reducing stress to actively enhancing well-being. This means designing workplaces that go beyond removing stress triggers and actively cultivate positive experiences.
The evolving field of body-mind psychology explores how our nervous system responds not just to threats, but also to safety and joy. When we perceive danger, our bodies may react with a fight-or-flight response or shut down. However, when our nervous system detects safety, it activates the parasympathetic state, promoting relaxation, higher cognitive functioning, and social engagement. Deb Dana applied these insights to therapy and developed the idea of glimmers, which are the opposite of triggers – small, positive experiences or cues of safety that can help activate the nervous system’s calming response, facilitating connection and creativity.
Although the exact physiological pathways are still being explored, substantial evidence shows that positive environments can significantly impact our mental and physical well-being. Spending as little as 20 minutes in nature can reduce cortisol levels, which are markers of stress. Supportive work environments are linked to higher job satisfaction and well-being – employees who feel recognized and supported are more engaged and less likely to experience burnout. Joy and safety can bring out the best of us.
The understanding of the body-mind connection informs creating of environments that promote safety, well-being, and innovation. For neurodivergent people, who often experience the world with heightened sensitivity, the pay-off might be particularly pronounced. Neurodivergent sensitivity can be a double-edged sword. On the one hand, it means that negative stimuli, like loud noises or bright lights, can trigger intense stress or even trauma responses. In addition, many neurodivergent people are also trauma survivors, which further puts the nervous system on high alert. On the other hand, this same sensitivity can make neurodivergent people uniquely responsive to positive stimuli—those glimmers that signal safety, joy, awe, or connection – unlocking the great potential for creativity and problem-solving.
Organizations can facilitate these positive effects by not only removing stressors but by celebrating glimmers in the work environment. Both the individual and the organization as a whole will benefit.
From Safety to Joy: Creating Neuroinclusive Workplaces
Most strategies for neuroinclusion focus on reducing sensory overload—dimming the lights, reducing noise, and providing quiet spaces. These are crucial, foundational steps. So is aligning individual’s work with their strengths. But to stop there is to miss an opportunity to truly unlock the possibilities of neurodiversity. The next step is to create environments where these employees can experience joy, creativity, and connection, catalyzed by glimmers.
It is important to know that glimmers are not one-size-fits-all. Some love classical art, others revel in modern music. Some treasure solitude, others crave company. This means that it is best to make organizational “glimmer” strategies voluntary, opt-in experiences. Below are strategies leaders could use to flexibly implement opportunities to experience glimmers, both in physical settings and online:
In-Person or Virtual Strategies to Create Calm, Joy, and Awe
1. Design Sensory-Friendly Spaces:
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- Natural Elements: Incorporate plants, water features, and natural light in workspaces. Indoor gardens or living walls can be inexpensive and employees can enjoy these throughout the year. Exposure to nature, even in small doses, can lower stress levels and create moments of awe and calm.
- Relaxation Spaces: Establish designated quiet areas where employees can retreat to decompress. These rooms should have calming elements like soft lighting, comfortable seating, and minimal noise.
- Soothing Color Schemes: Use calming colors, such as neutrals, for large, long-term elements of space (e.g., wall). Add brighter colors via smaller or movable items such as art.
- Art: Display art that evokes calm and contemplation. Rotate art installations to keep the environment visually interesting and fresh, helping employees experience glimmers of joy and creativity.
- Customization. Allow employees to decorate their workspaces in ways that support their joy.
2. Encourage Physical Movement and Breaks:
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- Outdoor Spaces: Create outdoor seating areas or walking paths where employees can take breaks surrounded by nature. Physical movement combined with nature exposure can be a powerful glimmer for mental rejuvenation. Encourage employees to take movement breaks as needed. As explained in my book, “The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work” evaluation of work outcomes is a more effective way to ensure performance and accountability than monitoring breaks.
- Walking Meetings: When possible, encourage walking meetings to combine business discussions with physical activity, helping employees clear their minds and gain new perspectives.
3. Facilitate Social Connections – In-Person or Virtual:
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- Community Building: Organize small, inclusive gatherings like opt-in team lunches or book clubs that encourage genuine connection without overwhelming employees.
- Virtual Breaks: Offer informal virtual breaks/get-together times where employees can chat about their interests or share stories – perhaps their encounters with awe.
- Body-doubling: Encourage optional body-doubling (virtually connecting to work at the same time, although on different projects) for those who generally benefit from remote work, yet occasionally need social motivation and connection.
- Recognition and Employee Appreciation: Develop personalized recognition programs that celebrate individual and team achievements in meaningful ways. Acknowledging efforts and sharing accomplishments with sincerity and in low-pressure, low-competition ways can create joy, appreciation, and connection.
4. Curate and Share Awe-Inspiring Content:
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- Daily/Weekly Glimmers: Share emails/videos/newsletters featuring awe-inspiring content—photos of nature, art, inspirational quotes, or uplifting short stories. These curated and/or employee-submitted pieces can provide a moment of reflection and positivity. Entries submitted by employees can also be extremely helpful for building understanding and relationships.
- Virtual Reality Breaks: Use VR technology to offer employees virtual escapes to calming environments, such as a beach or a forest.
- Digital Art and Nature Feeds: Curate virtual backgrounds or digital screensavers that showcase
5. Support Flexible Work Arrangements:
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- Encourage Flexibility: Promote a culture where employees feel empowered to take breaks, manage their schedules, and choose their work environments, including working from home. Flexibility can reduce stress and allow employees to create their own glimmers of calm and joy.
- Rest Reminders: Implement opt-in regular break reminders or suggestions for breathing exercises or short stretching routines. These practices can help people reset throughout the day.
Conclusion: Integrating Glimmers for Well-being
Both in-person and virtual strategies for creating glimmers revolve around inclusive, no-pressure design, fostering genuine social connections, and encouraging practices that bring moments of calm and joy. By integrating these strategies, organizations can enhance the well-being of their employees and create more engaged, healthier teams.
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