How to Create a Tourette's-Friendly Workplace
Each year from May 15th – June 15th, Tourette’s Awareness Month helps to raise awareness of Tourette Syndrome (TS), and the misconceptions that surround this neurodifference. TS is characterised by repetitive, involuntary movements and vocalisations called tics, and may co-occur with ADHD, obsessive-compulsive disorder (OCD), or anxiety.
The severity and visibility of tics can fluctuate. For some individuals with TS, tics may be more apparent, while for others, they might be barely noticeable. Times of heightened stress or excitement can also tend to exacerbate the frequency and intensity of tics. Conversely, when deeply engrossed in an absorbing activity that demands an individual’s full concentration, tics may subside or become less pronounced. Despite challenges individuals may face as a result of ongoing stigmas that still surround TS there are many unique strengths and skills individuals with TS can bring to the workplace, including high energy levels, strong attention to detail, creativity, written communication skills, verbalising ideas quickly, and lateral thinking.
We’ve created this article to explore some of the ways your organisation can create a Tourette’s-friendly workplace and harness these skills and talents.
Increasing Education and Awareness of TS
According to Tourette’s Action, an estimated 300,000 adults and children in the UK have TS. One of the most common misconceptions about TS primarily relates to complex tics and routinely blurting out inappropriate language, however this trait, known as coprolalia, affects only 10% of people with TS. Dispelling misconceptions like these is not only important to reducing stigma, but to ensuring that people with TS are given equal employment opportunities. This often starts with providing education and training to line managers, senior leaders and employees, which helps to create a supportive and inclusive workplace culture.
Providing Reasonable Adjustments
People with TS may benefit from certain adjustments to the working environment or working arrangements that remove or reduce any disadvantage that they experience. These may vary depending on their specific needs and job role but some examples of reasonable adjustments include:
Providing quiet workspace options away from distractions for those with vocal tics.
The ability to work remotely on high-tic days.
Written explanations about TS for individuals to show clients/customers if needed. This may include details of them making unusual noises or movements to help others understand their behaviour.
Flexible deadlines and break times to manage tics.
Providing advance notice of changes to the work environment or working hours which could impact an individual’s TS.
It is recommended that such adjustments are discussed with both the employee and Line Manager, as well as involving HR for further support on how to implement these.
Creating a More Inclusive Interview Process
Research shows people with TS may experience discrimination when finding a job, with 54.3% of participants in one study reporting that they had experienced discrimination. By implementing more neuro-inclusive interview practices, organisations can support individuals in demonstrating their skills and strengths fully, which in turn can benefit businesses. Some adjustments that can be made to interview processes include:
Providing questions in advance to reduce anxiety, which can exacerbate tics.
Offering hybrid or remote interview options to allow the candidate to interview from a comfortable environment.
Scheduling interviews with breaks, or in shorter segments to allow the candidate to take breaks as needed.
Avoiding lengthy pre-employment testing that may not accurately reflect job abilities, as unnecessary stress can increase tics which may interfere with test performance.
Training interviewers on TS and other neurodifferences to promote understanding and create an inclusive environment where the candidate feels comfortable to be themselves and not to suppress their tics.
Focusing the interview on the candidate's skills, strengths and qualifications rather than misconceptions about TS and challenges an individual may face.
Facilitating Open Communication to Create an Inclusive Environment
It is important for workplaces to foster an environment free of judgment where individuals feel supported and able to disclose their TS and any adjustments they require if they choose to do so. Inclusive environments can also allow individuals to maximise on and celebrate their strengths. Other ways to facilitate open communication and foster neuro-inclusion are:
Establishing regular check-ins, as tics and their severity can fluctuate over time. It is recommended that adjustments are also regularly reviewed and adjusted accordingly.
If challenges arise, work collaboratively with the employee and HR to find positive solutions.
Encouraging open communication so employees feel comfortable asking for support.
Having a clear policy against discrimination and bullying related to TS or any neurodifference or disability.
How Can I Support Individuals with Tourette Syndrome?
Here are some suggestions on how you can best support colleagues or co-workers with TS in the workplace:
Be Patient and Understanding
People with TS have no control over their tics, so it's important to be patient and not draw attention to tics or make individuals feel self-conscious.
Educate yourself on TS
Learn about TS, common misconceptions, and challenges individuals may face in professional and personal settings. This will help you to be more understanding and supportive.
Be Supportive During Tics
During conversations, act naturally and avoid calling attention to tics. If tics involve socially inappropriate statements, don't take offence as these are involuntary.
Encourage Peer Support
Connecting individuals with Employee Resource Groups, support networks or Tourette’s Action can help them to feel less isolated and learn coping strategies from others with TS.
Should I Tell My Boss I Have TS?
Choosing to share your TS with your employer is a personal choice. One 2022 study found that individuals with TS often choose not to disclose their tics to maintain a sense of normalcy. The study also found that some participants chose to tell their employer about their TS to help reduce misconceptions, with some reasons given that “tics are part of who I am” and “no matter how much I try to accept it, I am unable to”.
Sharing your TS with an employer is not a legal requirement. This decision is entirely at your discretion and may be influenced by the severity of your TS, its impact on your daily life, and your ability to perform the specific job role. You have the flexibility to inform your employer about your TS at various stages:
On the job application form
Before or during the interview process
After receiving a job offer
When you commence employment
At a later point while employed
If you believe your TS may affect your capacity to fulfil the job responsibilities, it is recommended to discuss this with the employer during the application or interview stage. Some considerations about whether to share your TS:
Opens the door for adjustments
Employers have a duty to not treat disabled people unfavourably under the Equality Act 2010. Disability is a protected characteristic, and this includes neurodifferences, such as ADHD, autism, and TS. This means an employer must consider reasonable adjustments to avoid you being put at a disadvantage. Understanding your rights can help inform your decision on whether or not to tell your employer about your TS.
Fosters Understanding
Educating your boss and colleagues about TS can help dispel misconceptions and create an accepting environment. This can allow you to feel comfortable managing your tics without judgment or discrimination.
Avoids Misunderstandings
If your tics are noticeable, sharing information about your TS proactively prevents colleagues from misinterpreting them as potentially inappropriate behaviour. This could help colleagues understand it's an involuntary condition.
Enables Open Communication
Being open about your TS allows you to have honest conversations about your needs and any challenges you face. Your employer can then work with you to find solutions. The timing and approach to sharing this information is up to you. Many choose to do so after receiving a job offer, during onboarding, or when accommodation needs arise. You may wish to signpost your employer to any educational resources about TS that you think would be useful and be prepared to explain how TS impacts you specifically.
To help increase awareness and understanding of neurodiversity in your organisation, check out our range of workshops and webinars. Whether it's an introductory webinar on the value of neurodiversity in the workplace or a workshop for Line Managers, we’ve got it all.
