She considers rest and self-care to be important tools that her organisation tries to impart on our community of interns and alumni. “These are all things that I have dealt with and am still learning myself", she says.
Neurodiversity
Understanding and responding to different potential stress factors also apply to people with disabilities and neurodiversity.
Neurodiversity can span mental health conditions, learning difficulties, and processing difficulties like autism, dyslexia, dyspraxia, and ADHD, among others.
Many neurodivergent people are especially sensitive to ‘ordinary environments’ creating stress and pressure for them. However, with some adjustments, that are not usually expensive or difficult to make, they can really thrive and excel in their contributions.
Laurie Edmans is co-founder of GAIN (Group for Autism, Inclusion, and Neurodiversity) and has neurodivergent family members.
Edmans recommends employers taking several steps to mitigate and prevent stress:
- Flexible Work Arrangements: Offer flexible hours, remote work options, and alternative workspaces.
- Reasonable Accommodations: Provide noise-cancelling headphones, adjustable lighting, or quiet rooms.
- Clear Communication: Use clear, direct, and written communication. Provide detailed instructions and regular feedback.
- Sensory-Friendly Environments: Adjust sensory stimuli in the workplace to accommodate sensitivities.
- Support Networks: Establish mentorship programs, employee resource groups, or peer support systems.
- Training and Development: Provide training for employees and management on neurodiversity and inclusion.
- Job Crafting: Allow employees to tailor their job roles to better fit their strengths and reduce stressors.
- Mental Health Resources: Offer access to counselling, stress management workshops, and employee assistance programmes.
Edmans believes that preventing and mitigating stress in the workplace benefits everyone involved. He highlights three particular benefits:
1) Enhanced Employee Well-being: Reducing stress improves overall mental and physical health for employees.
2) Increased Productivity: Employees who are less stressed are more focused, efficient, and motivated.
3) Reducing and preventing stress for neurodiverse colleagues adds to business success.
Edmans comments: “Diverse perspectives come about that enrich the workplace, its strategies and its ability to foresee and adapt to difficult challenges on the horizon.
“Supporting neurodiverse employees encourages a range of perspectives, which can lead to better problem-solving and innovation.
In summary, he says: “Addressing workplace stress for neurodiverse employees through proactive identification, mitigation, and prevention strategies not only benefits the individuals directly affected but also contributes to a healthier, more productive, and inclusive workplace for everyone.”
Using data and surveys to pinpoint areas of action
For some financial services professionals, a great way to reduce stress in the workplace is to get the data right, through surveying staff and engaging them in conversations that lead to positive, practical change.
According to Kay Needle, early intervention manager at Generali, there are various ways employers and their employees can be involved in mitigating and alleviating stress in the workplace.
Needle says: “Encouraging contribution to feedback surveys, participation in taskforces to address areas of concern / operational pinch points identified by surveys, and engagement with learning and development opportunities can all empower employees to contribute to positive change in their environment.”
Social prescribing, now factored into NHS recommendations, can also be part of a solution to actually preventing workplace stress and breakdown.
Needle explains: “When considering the bio-psychosocial model of health, the social aspect of wellbeing is often overlooked.
“We know that regular social engagement can benefit both physical health and emotional wellbeing. For office workers, employers can provide social opportunities through interest-based clubs and groups, volunteering days, and informal team get togethers."
