Neurodiversity is a trade union issue
Hannah writes about her experiences of Irlen Syndrome, a neurodiverse condition that often goes undiagnosed.
I have a condition called Irlen Syndrome. I usually find people haven’t heard of it before. It can manifest itself differently for everyone, but the brain’s struggle with processing light and visual stimuli can lead to symptoms like light sensitivity, headaches and nausea, and difficulties with reading and writing. My diagnosis for this came when I had a detailed assessment done for my dyslexia. Irlen Syndrome is not dyslexia, but it is more common in individuals with dyslexia and ADHD.
It is difficult to explain but for me, for example, bright or fluorescent lighting and high contrast visuals are difficult to deal with, especially over longer periods. My depth perception is affected; I can struggle with stairs and judging distances. And I think it might be why I get horrible motion sickness.
Like other neurodiverse conditions, it can go undiagnosed because of overlaps with other conditions. People may not even realise that what they are experiencing is unusual and diagnosable.
The law
By law, an employer must make reasonable adjustments if they know, or could be reasonably expected to know, that someone is disabled. You do not need to be formally diagnosed to qualify for reasonable adjustments. Not everyone who is neurodivergent experiences this as, or considers it, a disability. But where you experience something that makes work harder, a reasonable adjustment can be fairly requested of your employer. And your union can support you.
Reasonable adjustments
I have used coloured overlays and other things to help me work but for me the main problem is bright office lighting. It is usually very bright, not adjustable, and it can give me visual distortions, fatigue and migraines. I had previously worked in an office with great natural lighting, so when I moved to another office with no windows by my desk, I quickly discovered how that affects me.
A bright strip light directly above my desk was causing me discomfort and affecting my ability to work well. I did not know if it would be possible to change this because it would involve some work to the lighting of a shared space. Even so, I spoke to my line manager and to the facilities team, and I asked my colleagues around me if they would mind some adaptations. Fortunately, it was no problem at all.
The main light above my workstation was simply turned off at the ceiling and replaced with a desk lamp for more adaptable lighting. I could manage my surroundings a lot better and not suffer from adverse effects. Many workplace adaptations such as these cost very little and make a huge difference.
The power of the union
Being the union rep myself, I felt empowered to ask and I knew my rights. But I was lucky. I know at least one person who needed one particular reasonable adjustment, it was agreed, but sadly management took so long to address it that, rather than speaking to the union for support, the person in question took early retirement. If you feel you might need workplace adjustments, do not suffer in silence. Talk to your rep.
Awareness
As chair of the national disabled members’ forum, I know that one of the things we really want to work hard on is educating members to help them understand their rights and to be equipped to support their colleagues with what they might be experiencing. We are working to raise awareness about things like reasonable adjustments, carers’ rights, migraines and neurodiversity.
Informed membership is how we ensure our members are provided for properly, able to flourish in their careers, and empowered to use their skills to their best ability instead of being held back by employers’ intransigence.