Civil Discourse with a Neuroinclusive Approach

What Is Civil Discourse?

Civil discourse is about having respectful and thoughtful conversations, even when people disagree. 

The goal isn't to "win" an argument but to exchange ideas and find common ground.

So, how does this apply to neurodiversity at work? 

Traditionally, it emphasizes being polite, listening carefully, and speaking clearly so people can share their opinions without causing conflict.

Yet, different communication styles, especially for neurodiverse individuals, can affect how traditional civil discourse works. 

Because 1 in 5 employees are neurodiverse, we may be working with, for, or leading many neurodivergent people, whether we know it or not. This will influence communication and civil discourse expectations and methods.

At the end of the day, civil discourse is a skill that enables people to disagree in a healthy way. It leads to new ideas and better collaboration, allowing us to work together more effectively despite our differences.

That's why it's essential to understand how neurodiverse communication styles can influence traditional approaches to civil discourse.

Addressing the Elephant in the Room

Recently, civil discourse has increasingly focused on how external events, like politics and social justice issues, influence workplace conversations. It's unrealistic to think these topics won't come up at work, and many leadership organizations recognize the need to address them through civil discourse training.

Tensions are expected to rise as we approach the 2024 U.S. election. We're already seeing a lot of online content and discussions, some from close friends, family, and even coworkers that can make maintaining respectful communication more difficult.

In this blog, we'll explore how to approach civil discourse with a neuroinclusive lens, helping create a respectful and trusting workplace.

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5 Key Highlights:

• Civil Discourse Is Collaborative, Not Competitive: The goal is not to win arguments but to engage in respectful, thoughtful exchanges of ideas, even when people disagree.

• Neurodiverse Communication Styles Vary: Neurodivergent individuals may have different communication styles impacting how they engage in civil discourse.

• Psychological Safety Is Key: Creating an environment where everyone feels safe to express their ideas without fear of judgment fosters better communication and trust.

• External Events Influence Workplace Discussions: Political and social issues can impact workplace conversations, making civil discourse a valuable skill, especially as tensions rise during events like elections.

• Inclusive Civil Discourse Benefits Everyone: Taking a neuroinclusive approach to civil discourse improves understanding, reduces conflict, and enhances collaboration in diverse teams.

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Exploring Neurodiverse Communication

While neurodiversity is an umbrella term for cognitive diversity, encompassing all types of thinking, it is often used to reference neurodivergence. This refers to specific learning and developmental differences, like autism, ADHD, dyslexia, and more.

People who are neurodivergent may process and express communication differently due to how their brains work. This can lead to differences in how they understand, respond and interact with others.

How does this shape workplace interactions?

Communication is part of everyday life. It can take many forms—talking, tone of voice, body language, eye contact, facial expressions, written text, and even sign language or assistive devices.

Aditionally, society categorizes communication styles as assertive, passive, aggressive, or a mix. These styles are often viewed through neurotypical communication standards, affecting how people with neurodivergence understand others or feel understood.

Differences in Neurodiverse Communication

We've already discussed that differences in brain development can affect communication, but let's look at how these differences show up in real-world interactions.

It's important to note that every neurodiverse individual has unique experiences, and the examples below may vary depending on the person and their neurodivergent traits.

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• Direct vs. Indirect Communication: Some people with neurodiverse conditions, like autism or ADHD, prefer clear and direct language. They may struggle to pick up on implied meanings or subtle cues like tone, body language, and social signals.

  
  

• Processing Time: People with ADHD, dyslexia, or other neurodivergent traits might need more time to process information and respond. Sensory overload or difficulties with listening comprehension can make quick responses hard.

  
  

• Verbal vs. Nonverbal Communication: Some neurodiverse individuals may struggle with interpreting or using body language and facial expressions to communicate. Tics can also affect how some individuals communicate or are perceived during conversations.

  
  

• Sensory Sensitivities: Loud or busy environments can make it hard for those with sensory processing differences to focus on conversations. Other factors, like temperature or a visually overwhelming setting, can also be distracting.

  
  

• Social Norms: Eye contact, tone of voice, and conversation turn-taking can differ for neurodiverse individuals. Some may avoid eye contact or talk quickly, which can be seen as argumentative, or speak in a monotone, which might be misunderstood as disengagement.

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Overall, these examples reflect more simply - different ways of communicating.

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Ten Strategies for Neuroinclusive Civil Discourse

Taking a neuroinclusive approach to civil discourse benefits not only neurodiverse individuals but everyone.

It is key to create an environment where everyone feels safe to share their ideas without fear of being judged.

This is known as psychological safety, and it's a crucial factor for building trust and teamwork—both of which allow civil discourse to flourish.

These best practices foster healthy dialogue between diverse communication styles and support more productive interactions for all.

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1. Assume Good Intentions

Always give others the benefit of the doubt. Approach disagreements with the belief that the other person has good intentions, even if you disagree with their viewpoint or misinterpret their communication style.

2. Recognize Communication Differences

Be mindful of neurodiverse communication styles. For example, if someone isn't looking at you or fidgeting with their hands, it doesn't mean they aren't listening. Allow for different approaches to expressing ideas and processing information.

3. Build a Bridge

When people disagree, they may not realize they're trying to reach the same goal but are building different "bridges" to get there. Identify your bridge and seek to understand their perspective without judgment.

Try asking questions like:

• Why is this topic important to you?

• Was there a moment in your life that shaped this view?

4. Pause, Breath, Reflect (PBR)

Pause, breathe, reflect—PBR for short. (Yes, I made that up!) 

This technique supports processing time, emotion regulation, and the opportunity to paraphrase what was heard and ask clarifying questions.

Questions like:

• Can you help me understand what you meant when you said…?

• Do you have an example or experience that helps explain your perspective?

5. Be Curious

Approach conversations with curiosity. Be open to learning from others and considering perspectives you might not have thought about. It's okay to change your mind.

6. Cut The Ambiguity

Avoid vagueness or passive-aggressive remarks. Be clear and straightforward while remaining respectful of others' communication differences. Focus on the topic at hand, not on the person.

7. Avoid Belittling 

Disagree with ideas, not with the individual. Avoid sarcasm, mocking, or raising your voice. Use "I" statements, like "I see it differently because…" rather than accusatory "you" statements.

8. Mindful Non-Verbal Cues

Traditionally, non-verbal cues such as facial expressions and body language are important in conversations. However, some people may overthink these cues, while others might miss them. Being mindful of your own non-verbal signals helps create a supportive environment for respectful engagement.

9. Take a Break

Suggest taking a break if the environment is overstimulating or the conversation grows unproductive. Pause the discussion in a kind and considerate way to de-escalate any tension and then return later.

10. Acknowledge Different Perspectives

Not all civil discourse will end in agreement, and that's okay. It's possible to respectfully acknowledge differing opinions without eroding trust or respect.

Consider this approach:

• Acknowledge your differences

• Thank the other person for sharing

• Move forward

Remember, maintaining respect and goodwill is what matters most.

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Ultimately, civil discourse is not about reaching a unanimous agreement but about fostering mutual understanding and respect. Recognizing and appreciating differing viewpoints lays the groundwork for productive conversations and collaborative relationships.

Embrace the diversity of thought, express gratitude for exchanging ideas, and focus on nurturing a culture of respect and goodwill.

Civil discourse ensures that even when we disagree, we will do so while respecting each other and working towards progress together.

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To learn more about how we can support your workplace to be more neuroinclusive, contact us at Collectively Neurodiverse to embark on your neurodiversity journey.

We specialize in customized training, leadership coaching, and organizational consulting. By collaborating with People Operations teams and Leadership, we help workplaces empower neurodiverse differences so that all minds can flourish and do their best work.

Book your Discovery Call Today!