How to create inclusive gatherings
Whether during unstructured networking time in a boomy conference center or at a crowded happy hour in a neon-lit bar, it's no surprise that some of our coworkers are consistently absent from work-related social events.
Unwritten rules and expectations make it difficult for me to navigate tough social environments in and out of work.
-Anonymous Employee
Many challenges can arise as a result of having to socialize in workplace environments designed around neurotypical cultural norms. These challenges can create a potentially overwhelming environment for neurodivergent employees.
Work-related socializing is a common but addressable barrier.
This is a common area where the neurotypical influence is most actively experienced and felt… and it is also one of the most easily avoided barriers to creating a more inclusive workplace culture.
Challenges
✘ Lack of Structure
Most work-related events center around unstructured, unscheduled time such as during open networking, happy hours, or lunches with large gatherings of people and little direction regarding what to do or who goes where.
✘ Environmental Factors
In the name of making gatherings “fun,” many workplaces lean into planning events that require a high degree of sensory processing without offering options to escape the overstimulation that these events can induce. This kind of high-sensory fun may include loud music, big crowds, bright lights, or other high-sensory inputs. Most of the time, it is assumed this kind of environment is one that every employee will enjoy.
✘ Lack of Event Variety
While there are go-to or standard-issue work-related events (like, for instance, happy hours), there are infinite options for activities, event themes, settings, and formats to create an inclusive experience. Providing variety in planning work-related events would allow more of the workplace community to be included and encouraged to attend.
Solutions
✔ Provide Structure
Most of the stress and anxiety associated with social events dwells in the unknown. For team members tasked with organizing and communicating about upcoming work-related social gatherings, providing a schedule of event activities and instructional steps for logistics (like getting there, parking, and finding the group) makes a huge impact.
✔ Consider the Environment
Not everyone believes that a crowded, loud room means fun! Ensuring there are quiet areas accessible at larger gatherings and holding events in spaces that allow for some privacy or more physical space will greatly improve the comfort level for all kinds of people. This is a great thing to communicate when sharing event announcements and details to show that you have considered different needs and preferences; it sends the message that you want everyone to feel included without singling anyone out.
✔ Offer Variety
Mixing up your usual roster of events will ensure that everyone has a chance to do something they enjoy and can feel included in joining. A simple poll to your team about their interests and activities will give you all the ideas you need. Offering variety could look like incorporating game nights, nature walks, or even learning-centered activities and creative outings (like paint nights or craft-based team building). Inclusive events consider not only sensory needs but also lifestyle choices, so planning events that equally consider the availability of zero-proof (non-alcoholic) refreshments and gatherings hosted in settings that do not place added social pressure can be encouraging and motivating.
Social engagement outside of work should not factor into job success.
Make it clear that attendance is optional. By considering the inclusive strategies above, you might find that more of your team becomes likelier to attend and participate! It is important that attending work-related social events is not required but is instead treated as an opportunity to connect on a human level and cultivate a supportive workplace culture that welcomes all members of your community.
Do you plan social gatherings on your team?
Awesome! We know how much time and effort goes into planning and coordinating events, and we know providing inclusive options for your team is important to you.
Consider adding trivia, board games, book clubs, creative meetups, or outdoor activities to the rotation. This gives everyone different opportunities to engage socially in a way that works for them!
You can also plan some gatherings in person and some in a virtual format. There are all kinds of apps and add-ons in commonly used meeting platforms (like Zoom) that provide virtual spaces for connecting. A favorite of ours is Jackbox!
The best practice is to ask! A team survey or an anonymous poll is a great way to quickly get a sense of what people enjoy. Ask your team for ideas and input!
If you know who does, or if you have contact information for someone on your team who often sends event announcements, consider sharing this resource. Even if you do not identify as neurodivergent, supporting inclusivity is an act of allyship that can help create a more welcoming culture on your team, so if you think this resource might help someone you know, please share!
Offer various gatherings at times both within and outside of work hours.
It can help to schedule social time into a team-building block within working hours to accommodate flexible work schedules. Depending on your colleagues' lives outside of work, meeting up outside of working hours might not be feasible. Social gatherings like “lunch and learns" and even brief add-ons to regularly scheduled meetings that include trivia or some kind of creative activity can provide a healthy dose of social interaction that does not require intensive planning.
Key Points
➊ Consider sensory processing differences, work schedules, and interaction format (virtual, in-person) to provide multiple avenues for employees of different neurotypes to engage.
❸ Switch up the environment to appeal to a variety of interests and preferences.
We offer these tips and more in our e-learning course,
Neurodiversity At Work: From Bias to Belonging