Psychological injuries take time, attention and resources to manage. They are damaging for individuals who experience psychological injuries, managers, HR business partners and teams. In this article, I will cover the new requirements for employers to actively manage psychological injury, the unique risks neurodivergent staff face and how to mitigate them. As well as the role of education in fostering psychological safety.
Over the last 12 months, I have noticed a steady increase in requests for neuroinclusion training for teams and coaching for neurodivergent staff and their managers. These requests have come at times of change in the workplace, such as mergers, restructuring, or return to office mandates. Meanwhile, some neurodivergent staff I have spoken with feel unsafe to raise concerns with their direct manager.
New Regulations in Australia
In 2023, Australia introduced significant changes to workplace health and safety laws, mandating employers to actively manage psychological risks. The new regulations require employers to identify, assess, and control psychosocial hazards, which include any work-related factors that may cause psychological harm. Changes to Work Health and Safety Laws.
Claims for psychological injury at work are increasing at a rate far outstripping physical injury claims. In NSW, physical injury claims rose 11% over the four years to mid-2023, while claims of psychological damage jumped 30% over the same period, according to the State Insurance Regulatory Authority. The Guardian.
Unique and Heightened Risks for Neurodivergent Employees
Neurodivergent individuals face unique challenges in the workplace compared to their neurotypical counterparts. Autistic employees, for instance, may experience heightened sensitivity to sensory inputs like bright lights or loud noises, leading to significant stress and anxiety. They might also struggle with traditional communication styles and unstructured social interactions, which are often commonplace in typical workplace environments.
ADHD’ers often face difficulties with executive functioning skills such as time management, organisation, and sustaining attention on tasks. These challenges can lead to heightened stress, especially in environments that lack structure or understanding of their needs. Also, autistic and ADHD individuals are more susceptible to mental health issues like anxiety and depression. As noted in the Draft National Autism Strategy, Autistic people are 2.5 times more likely to experience depression than the general population. draft-national-autism-strategy.
Other workplace triggers for neurodivergent staff include:
- Active or casual discrimination
- Communication challenges
- Frequent changes to tasks and priorities
- Poorly communicated changes
- Lack of flexibility in how and where work is done
- Stress of conforming to neurotypical standards
- Sensory environment
Low Disclosure Rates and Their Implications
A significant issue for employers managing workplace health and safety is the low rate of disclosure among neurodivergent employees. Research suggests that many individuals choose not to disclose their neurodivergent status due to fear of stigma or discrimination. Personally, I kept my ADHD diagnosis a closely guarded secret for years. Low disclosure means that employers do not fully understand the extent of their neurodivergent workforce, making it challenging to provide appropriate support and accommodations.
The concept of psychological safety surfaces frequently in my conversations with neurodivergent individuals. Psychological safety, popularised by Harvard Business School professor Amy Edmondson, is defined as an environment where employees feel safe to express themselves, take risks, and make mistakes without fear of negative consequences. Teams and leaders play a vital role in fostering psychological safety. Leaders who model inclusive behaviour, demonstrate empathy and encourage open communication create cultures where feedback is welcomed, and diverse perspectives are valued.
One of the most common hopes I hear when speaking with neurodivergent individuals is finding a job where they can ‘be themselves’. One candidate recently told me they wanted to work in an environment where they didn’t have to pretend to be someone else. Leaders who foster psychological safety and maintain genuine relationships with their teams have a significant influence on disclosure.
Creating a Neuroinclusive Environment
To support neurodivergent employees effectively, organisations need to adopt proactive and inclusive strategies. Here are some key steps:
- Provide Training and Awareness: Educate employees about neurodiversity and the specific needs of neurodivergent individuals. This helps to foster an inclusive culture, practical accommodations and reduce stigma.
- Measure who you employ, and how they identify: HR practitioners can help workplaces understand themselves, through data. As a starting point what information are you capturing? And when are you capturing it?
- Conduct Regular Risk Assessments: Identify potential psychosocial hazards and implement measures to mitigate them. This includes modifying the physical environment to reduce sensory overload and ensuring clear, structured communication.
- Offer Flexible Work Arrangements: Allow flexible work hours or remote working options to help neurodivergent employees manage their workload in a way that suits their needs.
- Implement Clear Policies and Procedures: Develop policies that support neurodivergent employees, such as providing quiet spaces, allowing for sensory breaks, and offering mentorship.
To counter the accelerating rate of psychological injury, employers need to understand the heightened risks and workplace triggers for neurodivergent staff. This article has suggested several strategies employers can consider, the first action being education.
If you or someone you know is struggling in the workplace, there is help available.
Resources for Mental Health Support in the Workplace (Australia):
- Beyond Blue: Offers resources and support for managing mental health in the workplace. Beyond Blue
- Lifeline Australia: Provides 24/7 crisis support and suicide prevention services. Lifeline
- Black Dog Institute: Focuses on the diagnosis, treatment, and prevention of mood disorders such as depression and bipolar disorder. Black Dog Institute
- Headspace: National youth mental health foundation dedicated to improving the wellbeing of young Australians. Headspace