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Month: November 2022

Sensory Overload of Neurodivergent Individuals at Work

The crinkling of papers. A soft humming of the heater. The clicks of a printer. Marissa’s side conversations near the window. Jason’s Dr. Martens thumping against the floor. Persistent whistling so faint that it goes unnoticed by most. Arrhythmic flashing of the broken overhead light. Fingers clattering against keys on an old keyboard. Laughter. Someone sneezed. Bless you. They’re clearing their throats. 4:45 pm. It’s hard to breathe. You wait. Eyes on the screen. Few more minutes. 4:55 pm. Breathe in. Breathe out. 4:59 pm. Blink. Breathe. 5:00pm. A blank document stares back at you. Last edit was 7 hours ago. You turn off the computer, grab your bag and phone, put on your headphones, and speed out the door. 

To most of us, the background noises and unintelligible chatter that come with being in public or at work are just that: background noise. For others, however, it can be a trigger, causing frustration, irritation, anxiety, restlessness, and fear, to name a few. When the five vital senses— sight, smell, touch, taste, and sound—receive more sensory input than the brain is able to process, an individual experiences sensory overload (Brennan, 2021). Little things that usually linger in the background suddenly become extremely noticeable, like the texture of a sweater, the flickering of lights, or the sound of heels against the marble. How is a person meant to focus on responding to their boss’s inquiry when a million little things are buzzing around their brain?

Many neurodivergent people tend to be susceptible to sensory overload due to a hypersensitivity to sensory information. Many individuals with Autism Spectrum Disorder, ADHD, dyslexia, and dyspraxia experience the effects of sensory overload as a product of their neurodivergence in their daily lives (Shaikh, 2021). Different people may have different types of sensory triggers and their own unique reactions to these triggers, which, in turn, affect their mental state throughout the work day. 

Some common external responses to sensory overload from ND individuals that you can notice include: covering of ears, anxiously bouncing knees, instinctively running out of a loud setting to a quieter environment, and an inability to breathe (Shaikh, 2021). The amplification of minute behaviours in the ecosystem of the workplace causes ND employees to focus on the sensory details, rather than their work, thus decreasing efficiency.
A friend of mine with ADHD shared an anecdote of some of the most stressful weeks of her life while working at a small financial management company. She would spend hours typing countless versions of the same email or re-reading the same document without actually processing the information because her coworker was chewing too loudly, or the broken heater was too noisy. When tasks weren’t checked off on her to-do list, my friend went home feeling lazy and unproductive and returned to work the next day discouraged and irritated with herself and her workplace.

Similar to my friend, many ND people get severe headaches, lose motivation in their work due to the frustration caused by an inability to concentrate, and find it challenging to communicate and build connections with coworkers. When a person is not in a positive state of mind and they feel uncomfortable in their environment, it becomes increasingly difficult for them to show genuine interest in other people, nourish work relationships, and collaborate in a professional setting. These unfortunate consequences of sensory overload only push harmful stereotypes that hiring ND people is a disadvantage to the workplace. In reality, though, workplaces are not an accommodating environment for anyone who is not neurotypical. Think of the talented, hardworking individuals you have, or will lose, because your workplace is an unbearably sensory environment unsustainable for ND people to thrive in.

However, it must be noted that even though sensory environments cannot always be controlled in the favour of those with sensory issues, and those with sensory issues cannot always control their responses to such environments, a gentle balance can be reached. 

Some ways to support ND people in the workplace include allowing them to utilize noise-cancelling headphones; assigning them a more secluded desk away from bathrooms, kitchens, common rooms, or printers; allowing them access to quiet work areas; and providing them with the freedom to change environments (e.g. go for a quick walk) when overstimulated. Employers can also be more strict with workplace policies regarding where conversations should be held, assign specific eating areas, enforce a regulated speaking volume, and minimize possible workplace distractions. When fellow employees are mindful of their ND peers’ boundaries and limitations, ND individuals feel accepted and respected for who they are, rather than ostracized for their differences. A work environment that acknowledges and actively supports all of its employees is bound to flourish in performance, innovation, and efficiency. 
Sources

Brennan, D. (2021, May 18). Sensory overload: How this condition can trigger anxiety and more. WebMD. https://www.webmd.com/balance/what-is-sensory-overload-with-anxiety

Shaikh, J. (2021, October 20). What does sensory overload feel like? autism, ADHD, PTSD. MedicineNet. https://www.medicinenet.com/what_does_sensory_overload_feel_like/article.htm

This article was written by summer student Ilesha Prabhudesai and edited by summer student Cossette Penner-Olivera. This article was funded by the Government of Canada.

Bystander intervention training in the workplace

It should be clear that someone in a leadership position in the workplace has the responsibility of ensuring a harassment-free environment. Allowing sexual harassment to flaunt its presense in a business setting through forms of inappropriate remarks and touching will lead to a drop in employee morale and lower productivity. 

But what happens if Bill, a respected CEO, wrongfully chooses to harass Anastasia, a regular employee verbally or even physically? Anastasia feels extremely uncomfortable, but who does she report this to? Since Bill is the head of the company, she may face consequences such as a termination of her contract because frankly, anybody she tells is situated below Bill on the company totem pole and may face the same consequences if they choose to pursue the case. This is where the issue of equity and privilege diversification comes into play, but it is also where the solution of Bystander Intervention Training redeems its moral. Statistics are quite unsettling when it comes to this topic, and according to Statistics Canada 2020, one in four woman, and one in six men reported an act of sexual misconduct in the workplace (Statistics Canada 2020).

Having to endure forms of harassment simply because of your race, religion, gender, disability etc. is dehumanizing and can impact the lives of victims in many ways outside of work. Bystanders are everywhere, and are often our coworkers. Most people who witness an act of harassment surely want to help, but fear the consequences from those higher up. Bystander Intervention Training prepares employees to muster up the courage to report the case, become more educated on the different forms of harassment,  and even provides people with the ability to form a team of employees/bystanders to pursue the case within board examination, something that would normally be impossible to fight alone.

The first thing that Bystander Intervention Training serves to convey is the ideology that both women and men experience sexual harassment in employment daily. However, a majority of fields are dominated by men, so women tend to be more vulnerable to these acts. The idea that men can and do face sexual harassment is not something that should be swept under the rug in any respect, but if we look at in-demand fields such as engineering, construction, policing etc., men are overwhelmingly the dominant presence. 

Now, why are women more susceptible to these acts, you may ask? Women tend to have lower paying salaries, and lower authority which often comes with being seen as having a lower status among coworkers. While times are changing, if we compare the number of men vs women in director or CEO positions, men will unfortunately still reign dominant, and long story short, women usually have to work under men with more elite positions . A common myth often associated with women in positions of higher authority is that a woman must have slept her way to the top. A stereotype like this portrays that woman in a sexual manner, one in which her coworkers may start to frown upon her despite this being a rumor. 

Bystander Intervention training emphasizes the importance of utilizing the Human Rights Code in the Workplace, which states that “every person has the right to be free from unwelcome advances or solicitation in employment” (Human Rights Code). Employees who have witnessed someone in their workplace being taken advantage of, either physically or verbally, have the legal right to report the incident to their company’s Board of Directors without facing any punishment from anyone “higher up” than the individual who reported the case or the individual who was assaulted. If punishment is carried out, that individual would be breaching the guidelines of the Human Rights Code and may face greater consequences. It is very important for employees to know their rights, and to know how they are protected in the process. Bystander Intervention Training therefore encourages employees to raise their voices without fear. In this way, the training debunks the “bystander effect” which serves to discourage employees from intervening with the problem, and  is often the form of authority the assaulter chooses to pursue. 

Bystander Intervention Training’s main focus is on the 5 D’s, and how all five of these terms can be implemented in a situation of distress. 

The first D, “Direct”, encourages a coworker to directly voice their dissatisfaction with a suspected assaulter. This may look like Veronica approaching Bill and saying something along the lines of “Hey, I overheard your conversation with another employee about Anastasia’s new leadership position and how she must have done something sexual to get that spot. That is not something any of us tolerate in this type of environment.” 

The next D, “Delegate”, preaches the importance of assistance. Veronica may not feel comfortable approaching Bill alone, so she calls over Max and informs him of what she witnessed or overheard. Together, Veronica and Max approach Bill and confront him. 

The third D, “Delay”, means that you as a bystander should always comfort a victim immediately after the incident to show you are a coworker who cares about their well-being. If Anastasia was sexually assulted and Veronica witnessed it, Veronica should immedialty intervene and make sure that the surroundings are safe for Anatasia after the incident, ensuring nothing else happens. Be there for her, and report the incident immediately. 

“Distract” is the next D, and this refers to not approaching the situation “willingly”. I put willingly in quotations here because if Veronica suspects that Anastasia might be at risk, Veronica should distract Bill by asking for help with a project, or introducing him to a potential new client. While Bill turns his attention away from Anastasia, Veronica and Anastasia can report the incident. If Bill suspects Veronica may know about what he has done, the situation could escalate and become dangerous for Veronica as well . 

The final D is “document”. It is just as straightforward as it sounds. If Max already became involved in an attempt to de-escalate the problem but things still become increasingly intense, Veronica should pull out her phone and record the situation so proper evidence may be used. 

Bystander Intervention Training is something that I find extremely helpful, not just in workplaces but also in schools and home environments. Workplaces that have not yet implemented this training should do so immediately. I will see everyone in the next post! 

Sources

5DS: Direct, delegate, Delay, distract and document. Wilfrid Laurier University. (n.d.). Retrieved July 23, 2022, from https://students.wlu.ca/student-life/diversity-and-equity/assets/resources/5ds-direct-delegate-delay-distract-and-document.html 

Bystander intervention in the workplace. Rubin Thomlinson. (2021, May 26). Retrieved July  23, 2022, from https://rubinthomlinson.com/bystander-intervention-training/ 

Government of Canada, S. C. (2021, August 12). In 2020, one in four women and one in six men reported having experienced inappropriate sexualized behaviors at work in the previous year

. The Daily – . Retrieved July 23, 2022, from https://www150.statcan.gc.ca/n1/daily-quotidien/210812/dq210812b-eng.htm

This article was written by summer student Bayden Summers and edited by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Intersectionality: Women of Colour in the Workplace

You run the big pitch over in your head for the 100th time, slowly evening your breath and attempting to channel your inner Michelle Obama. Nobody questions her place when she enters a room, and nobody will question yours either…if only you prove yourself tonight, you think to yourself. A voice intensifies, Why do you always have to prove yourself worthy when you’ve already earned your seat in the room? You quickly dismiss it. Swinging open the conference room door with clammy hands, you hear Brad make a comment about the ‘jarring contrast’ between the bright orange of your lips with the dark, rich tone of your skin. You sense his eyes tracking your hips as you walk to the front. Gone is the image of Michelle Obama as you now welcome sweat in all the wrong places and your heart quickens its beat. 

Gender diversity in the workplace has been a spirited topic in several online spaces and work environments, yet, intersectionality is rarely mentioned. Intersectionality refers to the intersection of an individual’s multiple social identities– like race and gender– their impact on that individual’s societal experiences and relationships, and the inequalities they present for that individual’s location on the social ladder (Examining the intersections of anti-Asian racism and gender-based violence in Canada). 

Women of colour (WOC) face prejudice directed at both, race and gender, making their experiences fundamentally different from white women and men of colour, despite their overlapping social identities. In a workplace setting, most WOC describe that discriminatory acts stem from an implicit bias, branching into microaggressions, which, over time, become blatantly racist and sexist behaviours. At its core, it’s very simple – an intolerance of those unlike you.

Implicit bias, a perception of someone informed by stereotypes, prejudice, and assumptions, rather than factual information, is the root of most microaggressions (Implicit bias explained 2017). When you unconsciously assign stereotypes to an individual in your mind, you’re affected by your implicit bias, which can be unlearned. Acting on these thoughts, however unintentionally, leads to a microaggression, which cannot be undone. 

How are microaggressions different from racism? Unfortunately, these subtle behaviours are usually prompted without a second thought, whereas, racist acts are intentional. In workplace settings, instances like East Asian women getting commended for their fluency in English, Black women being bombarded by unwelcome inquiries about their hair, or South Asian women receiving insensitive questions about ‘exotic cultural practices’, are a form of microaggression. Colleagues may come to WOC without any ill intention, but these behaviours only further ostracize WOC, promote stereotypes, and pair them with their racial and gender identity, rather than their work ethic.

When people feel unwelcome and unsafe to be themselves in an environment, it damages their work performance, creativity, relationships, participation, and mental health. This, tied in with the racism and sexism against WOC by male authorities, forces WOC to remain stuck in a preliminary, lower-paying level, instead of reaching their full potential in leadership roles. They are also paid less than white men and women. Where women earn 19% less than your average Joe, and Black women will earn 39% less (Barratt, 2021). It seems that WOC are being forced to step away from success because of intentional, unjust structural biases and power play.

The string that ties together these injustices is that of the power dynamics in workplaces. White women have never been in these situations, but they too are active players of the other, more powerful side, known as the oppressor. Despite being women, the colour of their skin automatically gives them a step up in the social hierarchy. When statistics about women in work settings are quoted, it’s white women that are being referred to. When gender diversity is advertised by companies, it’s white women that are being hired and promoted. When a strong woman in power is envisioned, it’s a white woman in a classy outfit with heels and a bold lip that you expect.

If you have never thought about these things, you probably weren’t negatively affected. The one being oppressed is compelled to study and analyze the oppressor in order to protect themselves and push through the hurdles. The oppressor doesn’t give it a second thought unless they’re the ones under the sword. Company CEOs, people in authority, and colleagues, are strongly encouraged to be aware of their privilege and be the support WOC long for in the workplace.

Sources

Barratt, B. (2021, December 10). The microaggressions towards black women you might be complicit in at work. Forbes. https://www.forbes.com/sites/biancabarratt/2020/06/19/the-microaggressions-towards-black-women-you-might-be-complicit-in-at-work/?sh=7b1d21672bda

Examining the intersections of Anti-Asian racism and gender-based violence in Canada. VAW Learning Network. (n.d.). https://www.vawlearningnetwork.ca/our-work/backgrounders/examining_the_intersections_of_antiasian_racism_and_genderbased_violence_in_canada_/index.html

Implicit bias explained. Perception Institute. (2017, May 17). https://perception.org/research/implicit-bias/#:~:text=We%20have%20a%20bias%20when,them%20without%20our%20conscious%20knowledge

This article was written by summer student Ilesha Prabhudesai and edited by summer student Bayden Summers. This article was funded by the Government of Canada.