How to Support an Employee with Tourette’s Syndrome?
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Tourette’s Syndrome is a neurological condition characterised by repetitive involuntary movements and vocalisations called tics. Tourette’s Syndrome is common with more than 300,000 children and adults in the UK living with TS.
This article will cover the challenges that individuals with Tourette’s Syndrome can face at work and three strategies for supporting your employees with Tourette’s Syndrome. These strategies will support you in creating an environment that is free of judgement, allowing your employee to take breaks when needed and minimising your employee’s exposure to triggers and distractions.
This article will be targeted towards people working with employees with Tourette’s Syndrome.
What Challenges Can Those with Tourette’s Syndrome Face at Work?
Not everyone with Tourette’s Syndrome will experience challenges or the same challenges at work. However, some challenges that people with Tourette’s Syndrome could potentially face at work include the following:
- Negative social perception potentially leads to discrimination and bullying
- Sensory difficulties and overwhelm
- Stress and anxiety could make tics worse
- Difficulties with processing auditory (spoken) information
- Reduced concentration if attempting to suppress tics
How Can Someone with Tourette’s Syndrome Be Supported in the Workplace?
There are many ways you can support someone with Tourette’s Syndrome in the workplace. These strategies are referred to as reasonable adjustments. The reasonable adjustments an employee with Tourette’s Syndrome will need are specific to their needs and challenges.
In this article, three ways to support someone with Tourette’s Syndrome in the workplace will be discussed further. These are; creating a supportive environment that is free of judgement, allowing your employee to take breaks when needed and minimising your employee’s exposure to triggers and distractions.
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Create a Supportive Environment That is Free of Judgement
A negative social perception is what ‘disables’ employees with Tourette’s Syndrome rather than Tourette’s Syndrome. Therefore, creating a supportive employment environment that is free of judgement facilitates empowerment and enablement for people with Tourette’s Syndrome. Creating such an environment is also more compliant with UK legislation, such as the Equality Act (2010).
To create this type of environment, it is important to recognise the strengths of employees with Tourette’s Syndrome. Some common strengths of employees with Tourette’s Syndrome include; hyperfocus, interpersonal awareness, planning ahead, improvising and imaginative/creative.
Allow Your Employee to Take Breaks When Needed
As mentioned in the section about potential challenges at work, stress and anxiety could make tics worse. Taking regular breaks can support employees with Tourette’s Syndrome in managing their stress and reducing subsequent tics. Breaks could also be used to engage in tics which could enhance concentration for working.
Minimise Their Exposure to Triggers and Distractions
Another way you can potentially support an employee with Tourette’s syndrome in the workplace is to minimise their exposure to triggers and distractions. Some examples include noise, open spaces, stress, anxiety, additives and stimulants. These are examples because they can be overwhelming and make tics worse for employees with Tourette’s Syndrome. Just as any reasonable adjustment will be individualised,, triggers and distractions will also vary.
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Test: Do I have traits of Tourette’s Syndrome?
In case you have read this article and wondered if you could potentially have traits of Tourette’s Syndrome, fear not! At Exceptional Individuals, we have a Tourette’s test you can take to see if these are, indeed, traits of Tourette’s Syndrome.
Disclaimer: This is not an official diagnosis and can only inform you of having traits of Tourette’s Syndrome based on the information you provide.
