Tag Archive for: Assistive Technology

Technology agnostic TT

Is being technology agnostic important?

A few years ago, I wanted an Audi TT (225bhp for those that care), it is a beautiful car, fast, agile and the envy of my mates. Being six feet 1 inch tall with long legs means that I ended up sitting virtually in the back seat. Turning a four-seater car into a two-seater car was less than ideal.

This story has resonated with me a lot especially as I look at the area of solving difficulties related to neurodiversity, (find out what neurodiversity is here), with technological solutions.

Technology-agnosticism is about saying there is ‘no one size fits all for a particular problem. That is not to say that a particular solution cannot solve a problem for many different people, it just will not solve it in the same way.

Think about it

It is the difference between an adjustable spanner and a standard spanner. One of them adapts to lots of assorted sizes of bolts with a greater margin for error and the other one fits one size of bolt perfectly but lacks flexibility. The question you always need to ask yourself is, do you even need that flexibility or is it okay to just do one thing perfectly well?

Many technologies, platforms and software products try and do everything for us, meaning they can end up not doing anything particularly well, so we need to make bigger compromises. It is easy to be bamboozled with a multitude of tools and promises that these tools can deliver, but if we lose sight of the problem that we are trying to solve, the danger is we end up with a solution to a problem that does not even exist.

Or to put it another way, a screwdriver to fix nails in the wall!

This becomes clear when you speak to individuals about the processes they perform and instead of describing what they do they reference the tools they use and how those tools perform the task. On its own, this is not an issue but where it becomes a problem is when the limitations of those tools start defining the process and its boundaries.

Here are some things to think about.

Being technology agnostic when things stop working

Take a pause and reflect on what has stopped working. Do not just switch to another app or another piece of technology before you have asked this question as you may well find that something more fundamental has changed, either with the environment or the processes you are using.

For example, I like to-do lists and I use a product called Todoist.com. It has worked very well for me. Unfortunately, when I started blogging, this platform just did not work for me anymore, so I had to go back and look at what the problem was, and it was to do with the amount of information I wanted to collect within my to-do list. So, I went back to the drawing board to map out what I wanted to achieve and then I was able to select a new software solution that helped me solve the problem, in this case Trello.

Invisible inefficiencies

Adapting a process that we use to fit the software tools with which we are lumbered. Are we keeping process components that really should be obsolete because the software demands them? I believe that if you look at your processes through a set of technology-agnostic glasses, you will find improvements and make changes that will simplify things!

Collaborating with a client who had used MS Outlook successfully to manage their diary, and who was now finding it did not give them the flexibility they needed to annotate, it caused a huge amount of anxiety about appointments. The other issue was the client felt they were not in control of their diary. In this instance, the client moved back to a paper-based solution. Now I realise for many reasons this is suboptimal in lots of organisations, but for this client, they were able to increase their effectiveness by not being stressed about their diary.

Revolutionising your processes

When evaluating what you are doing or why you are doing it, being technology-agnostic allows you to look beyond the constraints of the platforms and software that you are using. It allows you to imagine all the possibilities you might like to carry out, giving you scope to dream big and not have them thwarted by inappropriate tools.

Creating opportunity by being technology agnostic

When the shackles of, “it’s always been done this way” are broken all sorts of possibilities appear. This is also likely to enable you to move forward and to recognise your potential in terms of what you can achieve and how you are going to achieve it. Inappropriate tools that cause you to carry out actions and use time inefficiently reduce your effectiveness at work. Re-evaluating the tools you use creates an incredible opportunity to do things differently and to be more effective in your workplace.

If you would like to explore how to be more technology-agnostic in making decisions around assistive technology, then please get in contact.

dyslexia

How well does your workplace fit you if you have dyslexia?

Let me introduce you to Sarah, she has recently finished university and started working for a large retail bank in the UK as an Account Manager. She is responsible for developing clients for the bank by introducing them to the bank’s products and helping them understand how these products can make their businesses work better. Sarah’s role involves a large quantity of writing proposals in addition to producing other written materials.

Sarah was diagnosed with dyslexia at school and as a result, had some help so that she could study effectively and pass her qualifications. This help continued through university but since leaving university she has been able to cope without any help.

Unfortunately, in Sarah’s current role things started to get a little bit difficult as she is struggling with spelling and punctuation, in addition to remembering all the tasks and actions that she is given by her boss and team daily. Fortunately, when these issues were flagged to Sarah’s HR department, they immediately recognised it would be appropriate to ask Sarah what was going on. As a result, Sarah shared some of the tasks that she was finding difficult so the company initiated a Workplace Needs Assessment.

A Workplace Needs Assessment

An assessment that should be carried out by a qualified Workplace Needs Assessor who looks at an individual’s workplace, role, job description and tasks. Then working with the individual to make suggestions called Reasonable Adjustments.

Reasonable Adjustments

These are adjustments that can be made in the workplace to help people who have difficulties completing their everyday tasks. As an employer there is an obligation to provide these if you know, or could be expected to know, an employee or job applicant has a disability.

For Sarah to have this assessment, she did not need to have a formal diagnosis, she just needed to recognise that something was not working for her in her workplace. This assessment helped Sarah understand some of the difficulties she was facing. It also helped her understand some of the strengths that she offered to her workplace.

A vital part of the Workplace Needs Assessment is to amplify strengths and manage the difficulties of the individual.

Sarah’s employer had a legal responsibility under the Equality Act 2010 as Sarah is a neurodivergent individual who has a substantial and long-term condition that is covered under the act because of the following wording:

You are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.

This is important as Sarah’s Workplace Needs Assessment suggested a large range of different technologies along with some workplace coaching. In Sarah’s case however, several of the pieces of technology that were suggested did not work with the systems used by her employer. This resulted in a large amount of stress and anxiety for Sarah as she felt it was her responsibility to make IT work. Sarah’s manager tried to support her in this implementation but unfortunately was unable to make any headway in a reasonable time. In Sarah’s situation, the stress and anxiety got to a point where she was unable to continue working and had a prolonged period signed off sick from work.

I would like to make it clear Sarah’s is not an isolated case, implementation of help can cause even more stress and anxiety sometimes making the issues an individual faces far worse.

This unfortunate situation illustrates the need for a joined-up approach to reasonable adjustments within the workplace. It is vital when technology solutions are suggested that they work with the existing organisation IT infrastructure and policies. In Sarah’s particular case this situation could have been remedied very easily by having an IT representative involved in the process to ensure the technology suggested would work with the existing infrastructure. This is unfortunately overlooked in many situations causing a large amount of stress and anxiety for the individuals involved who are asking for help.

The final component is awareness within the organisation of the impact change has on individuals with neurodivergent conditions. What is often not recognised is that any change can be stressful and anxiety-inducing. To help alleviate some of this it’s really important that everyone within the organisation has an appreciation of what neurodiversity is and how it can impact their colleagues.

Some ways to help avoid this situation include:

  1. Creating a list of approved applications that IT are happy with will work within the organisation’s infrastructure and fit within the organisation’s policies.
  2. Making sure supervisors/managers are spoken to as part of the assessment process.
  3. Having a dedicated IT contact who can support the implementation of assistive technology.
  4. Ensuring that all members of the organisation have attended neurodiversity awareness training and are aware of who to speak for support.

If you would like to know more about Workplace Needs Assessments and how to implement them effectively within your organisation, please get in contact.