Originally published as part of The Neurodiversity 101 LinkedIn Newsletter by Professor Amanda Kirby.
I have had some interesting conversations recently about getting everyone back in the office as if it was an either or. I have also had them with different people across generations.
The debate is overly framed as home versus office. I want us to think about both sides of the equation.
The advantages of hybrid working
- Flexibility and autonomy — Hybrid working gives employees more control over where and when they work, increasing job satisfaction and supporting better work-life integration.
- Reduced commute, improved wellbeing — Commuting can take a toll in time, energy and cost. Hybrid models can cut that burden.
- Potential productivity gains — Some studies indicate that remote/hybrid work can match or exceed in-office productivity, particularly for deep work and focus tasks.
- Talent attraction and retention — Organisations offering flexible working can attract a wider talent pool, including neurodivergent individuals.
The challenges of hybrid working
- Isolation and disconnection — Remote working can contribute to feelings of isolation, particularly for those who thrive on social interaction.
- Communication challenges — Hybrid teams must navigate different communication styles and platforms.
- Inequity and visibility — There can be an 'out of sight, out of mind' effect where remote workers are overlooked.
- Home environment variability — Not everyone has a quiet, suitable space at home.
What works for neurodivergent employees?
The answer is: it depends. Different neurodivergent profiles may have very different needs. Someone with ADHD might find the office stimulating while someone with sensory sensitivities may find the same environment overwhelming. The key is flexibility, personalisation and regular conversation.