Psychological Safety

Psychological safety describes an environment where people feel comfortable expressing themselves, their ideas, and their questions and concerns without fear of negative consequences.

Feeling safe in our environments, particularly professional, can be particularly difficult for neurodivergent people who may have faced a lifetime of masking who we are, or not feeling quite good enough.

In an industry dependent on risk taking, bold ideas, and innovative collaboration, psychologically safe environments where individuals feel comfortable using their voice are not just ‘nice to have’ – but essential to the future of our creative world.

How to foster psychological safety in your work spaces:

Training

Seek out training specific to your particular line of work, one that considers the particular (and often non-traditional) practices and environments found in the creative industries. It should:

Help everyone become more comfortable talking about neurodiversity

Raise awareness about the different conditions and common misconceptions surrounding them

Inform co-workers about why others might work in non-traditional ways, to prevent misunderstanding difference for laziness or ineptitude

Define legal obligations and rights surrounding disability

Help teams work in a more inclusive manner

Prepare everyone to be more sensitive and mindful in their communications

Discuss mental health as it relates to neurodivergence, and how to monitor and support wellbeing

Highlights success stories and empowers individuals to share their experiences

Signpost resources to enable leaders and colleagues to better support the neurodivergent people around them

Policies

Create Neurodiversity Policies that support neurodivergent employees and accommodate a wide range of access needs - and make sure they are easy to find and understand.

These can include protocol around reasonable adjustments, a commitment to flexible working arrangements, web and material accessibility guidelines.

Have a dated access statement on your website that includes reference to your policies, to demonstrate your commitment to neuro-inclusivity to current and future employees, freelancers, or clients.

Bullying and Harassment

Promote openness and a clear chain of command to tackle issues of bias, micro-aggression, and discrimination.

1/5th of neurodivergent workers report facing harassment or discrimination at work as a direct result of their difference, and are less likely to be believed while seeking a recourse or to receive empathy for their experience. This is particularly difficult for a population who may already face issues with rejection and feelings of shame and ridicule based on prior experience.

Taking a stance against bullying and harassment by monitoring welfare, promoting openness in sharing incidents, and making examples of their occurrence.

Support

Additional support can come in many different forms: a mental health worker, a workplace mentor, a career coach, or a support network/circle where neurodivergent workers can connect with others who may have similar experiences.

Alternatively, a peer-to-peer buddy can act as an independent sound board, helping to demystify some of the ‘hidden rules’, social expectations, or communication barriers that arise in the workplace. This can reassure individuals and help them better constructively navigate the often ambiguous and unclear processes of a work environment.

Being able to offer this support, or to direct individuals to the right services, demonstrates a commitment to and a more holistic approach towards their overall wellbeing.

"

In my current role we have a disability advisor and it has been amazing! I have felt so supported and I'm loving my new role, I wish this was something that could have happened in the art department.

– Set Designer, survey respondent

Many communities have been established online for neurodivergent creatives to meet, share experiences, and advise one another as they navigate our weird and wonderful industries. Where networks can’t be formed in the workplace, consider pointing your colleagues or staff to these safe spaces:

The Neurodiverse Media Community

Deaf & Disabled People in TV

Assessment

Set key inclusion goals and track key indicators.

It isn’t enough to simply ask your workforce directly if they feel psychologically safe. So many people fear the consequences of being a ‘trouble maker’, the way in which honesty could limit their job prospects, and how they might be excluded for speaking out.

Consider partnering with experts to audit your processes, and consistently, and anonymously, monitor the wellbeing of your staff. This will identify what critical talent issues exist within your business, and allow you to set goals to improve upon them.

This demonstrates commitment to improving inclusion and ensures it remains a fundamental part of your overall practices, by holding you accountable.

Leadership

Lead by example.

Proactively engage with the needs of and challenges faced by your neurodivergent employees, candidates, and freelancers.

Champion difference and make it clear that your business takes neuro-inclusion seriously. This might be by mandating training, organising events, writing about neurodiversity on social media, or sponsoring neurodiversity programmes within work or external organisations or charities.

Looking to engage in neurodiversity training for you and your staff?

Get in touch!