Inntel client relationship manager and Neurodiversity in Business travel ambassador Tiffany Casson says firms need to think differently about their workforces
It’s often said that great minds think alike…but do they? I want to focus on people who think differently – those who are neurodivergent.
I have found many industry colleagues are not that familiar with the term neurodiversity, which refers to the infinite differences of human brain function and behavioural traits. Many people have heard of autism, dyslexia, dyspraxia, ADHD and other similar neurological differences, but historically these alternative thinking styles were viewed negatively as disorders – often diagnosed in childhood and as a deficit condition – focusing on what the child struggles with and finding ways for them to better ‘fit in’ with society.
As I’ve developed a better understanding of neurodiversity, it has become clear to me that as neurodivergent children move into adulthood the sense of ‘not fitting-in’ doesn’t ease. If anything, with modern work pressures, that feeling intensifies. Often anxieties are fuelled by brightly-lit, busy, and noisy offices and crowded spaces. Other factors include office cultural expectations, from different communication styles to work patterns. People struggling with any of these factors will ‘mask’ concerns and discomfort, but masking itself is physically and mentally exhausting.
Last autumn, I was asked to take on the role of Ambassador for Travel for Neurodiversity in Business (NiB) – a UK charitable organisation created to promote awareness and support for neurodivergent people in business.
A definite ‘eureka’ moment for me was learning that more progressive organisations across business sectors are starting to recognise the strengths of neurodivergent people – from problem-solving to creative insights and visual spatial thinking. Their ways of working create competitive advantages for those organisations whose business practices and policies support neurodiversity.
Are you neurodivergent?
The next wake-up call came when I heard what might be a surprising statistic to many – between 15 and 20% of employees in the workplace could be neurodivergent. And it’s not unusual for people to go undiagnosed for years, with many instances of people only getting a medical diagnosis as mature adults.
That got me thinking: that means 15-20% of travellers or delegates attending conferences worldwide could be neurodivergent. So, even at a small travel industry conference with 300 attendees, between 45 to 60 delegates could be neurodivergent. Imagine how many of the average daily 128,178 passengers passing through security at London Heathrow airport are neurodivergent…that could easily be over 25,000 people every single day!
So how should the travel industry better support neurodivergent people?
Step 1 is simply greater awareness. Hence, alongside my day job as client relationship manager at meetings and travel management company Inntel, my voluntary role as NiB Ambassador for Business Travel Industry has led to partnerships with travel associations including the BTA, ITM and the International Women in Travel & Tourism Federation.
I’ve jointly collaborated on webinars and conference speaker sessions to highlight the need for greater awareness around neurodiversity and mental wellbeing, for those who work in the travel industry as well as the customers we serve.
Step 2 involves focusing on more practical activities, in my case including leading Inntel employee awareness training on neurodiversity and developing best practices around equity, diversity & inclusion. I have also identified opportunities for Inntel to adopt neurodiversity supportive practices, like creating quiet spaces within our head office.
My biggest lesson so far is realising only a collaborative approach will work. No one person can change the narrative or the norm. What’s needed is a multi-layered approach and partnerships working across relevant industry forums to help create change – and I’m already working with other great people like Matt Holman at Simpila Health and Eventwell chief executive Helen Moon who are leading with the kind of creative and positive response needed to drive change and acceptance of neurodiversity across the travel industry.
What else can be done to build awareness?
I’m certain that many people lie somewhere on the spectrum of neurodiversity. Diagnosis is a luxury, but I believe if travel organisations start to put some adjustments in the workplace as options, we’ll collectively have a great starting point.
These don’t necessarily need large financial outlay; consider allyship or buddy programmes for employees, extending flexible working to allow more frequent breaks, look at socialising in the workplace, explore improvements to desk spaces, lighting and noise levels, and encourage employees to form Equity, Diversity & Inclusion teams to explore what changes will help.
The travel industry needs innovation and creative thinkers for the future, and this is why we need to act now.