Empowering neurodivergent and disabled people in the water industry often involves making small changes that result in significant, positive impacts. These changes can help neurodivergent and disabled individuals thrive in the water industry.
Melissa Katon presented on this topic at the recent AWA NSW State Conference in Albury, winning top paper. The presentation explored what neurodiversity and disability entails and provided practical tips on how to support our neurodivergent and disabled colleagues.
According to Harvard Health, neurodiversity refers to the concept that people experience the world in different ways, categorised as different "neurotypes." The term "neurodivergent" is used to describe individuals with a neurotype that diverges from what is considered typical. For example, an autistic person would be considered neurodivergent. Conversely, those who do not have a neurodivergent neurotype are considered "neurotypical."
Melissa Katon used the medical versus social model of disability to explain the concept. The medical model views disability as a condition that results in limitations or barriers due to the condition itself. On the other hand, the social model posits that disability is only disabling when society fails to accommodate it. For example, needing glasses would have been considered disabling a thousand years ago when they were not available, but today, it is not viewed as a disability.
Neurodivergent individuals often think differently and can offer unique solutions to problems – solutions that might not occur to others. However, these voices need to be heard and supported to make an impact. According to statistics from VicWater, 6.3% of water industry employees identify as having a disability, which translates to roughly 1 in 16 people. This means you may already be working with disabled or neurodivergent colleagues, and providing support can make a significant difference. Often, all it takes is a small change.
These small changes are known as "reasonable adjustments", which involve modifying working conditions to help disabled and neurodivergent employees perform their roles effectively. Examples include allowing flexible work patterns (such as more or less work from home), providing a consistent workspace to reduce stress, permitting the use of noise-cancelling headphones to minimise distractions, creating professional networks where neurodivergent and disabled employees can advocate for change at an organisational level, and providing stim toys to help regulate the nervous system and maintain focus during meetings.
If you want to get involved, WaterAble is a network for disabled and neurodivergent employees in the water industry. Aspect is also an NSW based resource for autistic people. Neurodiversity Resources For Employers can also be found here.