Embracing Neurodiversity in Construction: Inclusive Workplaces for Building Business Resilience
By Mel Baiser (they/them)
Co-Founder, HELM Construction Solutions
Construction Business Consultant and ICF, ACC Accredited Coach
According to Associated Builders & Contractors, our industry will need to attract over half a million new workers this year to meet demand. The labor shortage coupled with a looming silver tsunami (rapidly retiring workforce) underscores how critical it is that those in the design, engineering, and construction profession not be seen as disposable. Meanwhile, recent research coming out of the UK reports that construction has a higher than average % of workers who identify as neurodivergent. According to the Autistic Self Advocacy Network,
“Neurodiversity refers to variation in neurocognitive functioning. It is an umbrella term that encompasses neurocognitive differences such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, Tourette’s syndrome, anxiety, obsessive-compulsive disorder, depression, intellectual disability and schizophrenia, as well as the ‘normal’ neurocognitive functioning.”
People who are neurodivergent have brains that operate differently from what society considers to be neurologically typical or from so-called neurotypical brains. It is estimated that conservatively between 15-20% of the world’s population is neurodivergent.
In our experience at HELM providing consulting, coaching, and training to hundreds of residential builders and architects over the past decade, we have learned that neurodivergent (sometimes referred to as neurospicy) individuals are present in our industry, actively bringing leadership and innovation to every job role that exists. We have also observed that efforts to create more inclusive company cultures result in building more successful and resilient businesses better able to retain their most valued employees. We believe that all threats to employee retention and thriving workplaces are threats that must be explored and addressed.
Our passion for this topic comes from our direct experience witnessing the lack of education about neurodiversity and the barriers that can limit those experiencing ADHD, autism, dyslexia, or other neurocognitive differences in the construction industry. On a more personal level, while I do not identify as someone who is neurodivergent, I do live in a household with my wife who has ADHD and my young son who is autistic/has been diagnosed with ASD, Autism Spectrum Disorder. In an interest to learn more and be a better ally and advocate, I conducted over a dozen formal interviews and numerous informal ones over the past three years with neurodivergent construction business owners, project managers, office managers, carpenters, trade partners, designers and architects in addition to professionals working directly with neurodivergent patients and community members. Today, which happens to be World Autism Awareness Day during Neurodiversity Awareness Month, seemed an opportune moment to highlight their voices.
Stigma and Challenges When the Default is “Neurotypical”
Dr. Mel Houser (she/they), a family physician with All Brains Belong and someone who identifies as autistic, ADHD, dyslexic, dyspraxic and dyscalculic makes the point that,
“Neurodiversity [refers to] everyone and like many other forms of diversity, the ways in which the majority of brains do things has been assumed as the default way of doing things and in fact has been assumed the only way of doing things. For 1 in 5 people who learn, think, or communicate differently than the majority of people’s brains, that is not so. As a result, we should assume that there are at least that many people in every industry, including construction, that are being held to standards that are in contrast to the ways that they are wired.”
There is a considerable amount of stigma surrounding these differences. Statistics show that the unemployment rate for neurodivergent individuals in the US is as high as 30% to 40% percent (compared to the 10.1% for disabled persons and a US national average of 3.7%). One design-builder who identifies as having ADHD, shares about his experience of this stigma,
“It was really hard for me to admit that I couldn’t accomplish something specific or what I had set out to do. Not because I didn’t have the skills to solve it, but because I couldn’t focus on the task long enough to be able to see it through to the end. I was afraid to admit that I had this challenge.”
An autistic electrician expresses her frustrations about assumptions made about neurodivergent people,
“Just because I learn things differently does not make me any less capable. I might not smile or look you in the eyes, but I am going to be meticulous and have a drive that surpasses a lot of the others because I don't have much of a desire to socialize and I am motivated to learn.”
Some neurodivergent people may experience social communication difficulties such as trouble with direct eye contact or an inability to read social cues. Having a greater understanding of how different brains work can support people to not jump to assumptions about the meaning behind certain behaviors.
The messages that neurodivergent young people receive in childhood can have lasting impacts on people’s self-esteem, health, and well being. Dr. Houser, through their experience serving neurodivergent families and children in their practice, underscores how damaging the narrative that neurodivergent people are broken or less than is,
“People receive messages both explicitly and implicitly that they are defective neurotypical people as opposed to highly valuable neurodivergent people. People carry with them the long-term impact of those narratives.”
Beyond the stigma and discrimination are some of the specific workplace challenges that neurodivergent people can experience in our industry. Differences with executive functioning are particularly challenging. Executive function is a set of cognitive skills that includes working memory, flexible thinking and self-control. Neurodivergent brains often have differences with executive functioning that can cause extensive disability because our society’s default is geared towards one type of executive functioning. It’s important to present instruction and information in different ways for a variety of brain types. “Model and normalize visual supports,” urges Dr. Houser. For others, their workplaces may present sensory challenges. This could relate to over stimulation from certain noises or lights, or even be triggered by specific smells. For many there is a need to minimize distraction. A designer with ADHD mentions how challenging time management is for him. He frequently gets distracted and finds himself going down rabbit holes into research. Nearly all of the individuals interviewed note challenges with completing tasks. Most have created various work-arounds, or utilized specific planning methods or apps to support them in their roles. Many people highlight the value of list making as part of their process. A project manager with ADHD shares that,
“A day that involves various small tasks suits people like me well. A day that would involve one extended focused task that requires a lot of detailed thinking would be the most challenging. This field where you are dealing with different clients and projects and pulling the right people together, bouncing all over the place, is my happy place.”
Dr. Houser refers to Neurodivergent brains as “dopamine-dependent brains.” Some people are wired in such a way that their brain pathways need certain things like dopamine to motivate or function.
Neurodivergence and Construction Makes Sense
Identifying the barriers that can limit neurodivergent people’s success in the industry is critical for building awareness and more inclusive workplaces. Those whose brains process information in ways that are outside of the “norm” also bring with them powerful gifts and talents that are essential in any industry, but particularly helpful in Construction where so much of the work comes down to creative problem solving. It is also critical to note that neurodivergent people are not monolithic. When it comes to neurodiversity, there are endless ways that brains function. In fact, there is a saying that ‘if you have met one autistic person, you have met one autistic person’. We would all benefit from acknowledging this and learning how to ask one another what we need to thrive. One builder with ADHD urges other business owners to get more comfortable meeting people where they are at, learning their skills and what they need to be successful. Then figuring out systems to set them up for success.
“If you grow up with a stigma this can impact people’s confidence. Find ways to bring out people’s strengths and set them up for success so they can shine,” he says.
Many neurodivergent brains are a unique fit for the particular demands of our sector.
“People outside our industry are not aware of the attention to detail, skill, and creativity required to succeed as a tradesperson,”
shares an office manager who identifies as someone with ADHD. Another interviewee describes the trades as perfect for someone with ADHD,
“because you are constantly moving, not sitting still. Working with your hands. Your tasks are shifting from day to day and there is constant change. People with ADHD don’t do well with homeostasis. We need to move,”
he says. I suspect the more we learn about neurodiversity, the more we will understand how truly neurodiverse our industry is. Many of the changes we could implement in our workplaces and job sites to reduce barriers and improve success for neurodivergent people would also benefit others. This concept actually has a name: The Curb-Cut Effect which refers to the phenomenon of disability-friendly features being used and appreciated by a larger group than the people they were designed for - such as curb-cuts, which not only benefit those in wheelchairs but also those pushing strollers or those with a short term injury. Inclusivity means ensuring everyone who wants to be there and is ready to contribute their unique perspectives and skill sets feels welcome, respected, set up for success, and that their value is acknowledged regardless of where they are coming from or how their brains work.
The construction sector increasing its awareness and education of neurodiversity while learning to build more inclusive work environments is not only the right thing to do but also critical to our immediate workforce development needs. We at HELM are eager to continue to support efforts to bring more tools and resources to our industry for implementing inclusive practices for neurodivergent folks and others who have traditionally had a harder time entering or persisting in this industry. We have always relied on different brain types and perspectives to bring the innovation and creativity that drives this industry forward. One interviewee sums this up perfectly when she says,
“Neurodivergent people’s brains are super creative and talented and it’s always been misunderstood. I don’t think the industry would be as great as it is if there weren’t so many neurodivergent people in it.”
Let’s continue to do more to address the barriers that prevent our neurodivergent co-workers from success while embracing the tremendous gifts they bring to our workplaces. We desperately need them. If you are reading this and identify as someone who is neurodivergent or suspect you may be, we need you too! I dream of a future where my son will thrive in his workplace because as a society we have increased awareness about neurodiversity and the unique contributions that neurodivergent people have to offer, and have taken action to ensure that work cultures and physical spaces are inclusive for everyone.
Stay tuned for part 2 of this series focused on specific strategies and resources for business owners looking to create more neuroinclusive workplaces.
I am beyond grateful to countless individuals who lent their time for interviews. Your experiences and wisdom directly shaped what I’ve been able to share and have had an impact on how we now provide our services at HELM. Your perspectives as members of this industry are valuable contributions towards addressing our efforts to recruit and train a new generation while retaining existing tradespeople and construction professionals. I’m especially appreciative of all the expertise and support provided by Dr. Mel Houser of All Brains Belong, a wonderful community health organization led by inspiring neurodivergent staff and volunteers who are tireless advocates for neuroinclusivity. I would also like to shout out the great work of TACT (Teaching the Autism Community Trades) and look forward to hearing their keynote at the upcoming Better Buildings by Design Conference.