Creating Supportive Workspaces

"Welcome back. Your desk is just as you left it." Sounds supportive, right? Not always. For a cancer survivor, returning to work isn't about picking up where they left off. It's about navigating a new normal. Employers, here's 10 ways you can show your support: ✅ Welcome your colleagues with open arms 🎗️ Show empathy for the (long) journey ✅ Be open to flexible working arrangements 🎗️ Create a supportive work environment ✅ Adjust workload appropriately 🎗️ Provide access to emotional support ✅ Make workplace adjustments 🎗️ Stay informed and up to date ✅ Foster a culture of inclusivity 🎗️ You’re part of their journey Your understanding can transform their transition back to work and back to the life they missed. As a leukaemia survivor, I can tell you: it means the world. Which step resonates with you most? Let me know in the comments. ♻️ Repost to spread awareness amongst employers 👉 Follow Lauren Murrell for resilience in life and business

As a BS Psychology student, I’ve noticed that when we discuss Autism Spectrum Disorder (ASD) in Abnormal Psychology, the focus often remains on children. But what about adults? Many adults are navigating life with undiagnosed or misunderstood autism. Instead of visible developmental delays, they may experience subtle yet significant challenges: difficulty interpreting social cues, sensory sensitivities, intense focus on specific interests, or feeling “different” without knowing why. In professional environments, this can be misinterpreted as rudeness, lack of teamwork, or poor communication. According to the diagnostic framework outlined in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5), Autism Spectrum Disorder exists on a spectrum, meaning abilities and challenges vary widely. Some adults are highly independent, academically accomplished, and professionally competent, yet still struggle with social reciprocity, flexibility in routines, or managing sensory overload. From a psychological and workplace perspective, the real issue is not always the condition itself but the lack of awareness. Here are practical ways we, as educators, HR professionals, and team leaders, can create supportive environments: 1. Promote clear communication. Avoid relying solely on implied meanings or unspoken expectations. 2. Respect structure. Many individuals on the spectrum thrive with predictable routines and clearly defined roles. 3. Reduce sensory stress. Bright lights, noise, and chaotic settings can be overwhelming. 4. Focus on strengths. Attention to detail, deep focus, honesty, and analytical thinking are often remarkable assets. As someone who has experience in teaching and counseling, I’ve seen how understanding individual differences transforms outcomes. When we shift from labeling behaviors as “abnormal” to asking, “What support does this person need to function at their best?” we create inclusion rather than isolation. In Pakistan and globally, adult autism awareness is still developing. Many individuals reach adulthood without assessment, internalizing years of confusion or self-doubt. As future psychologists, HR professionals, and educators, we carry a responsibility to normalize neurodiversity conversations and advocate for psychologically safe spaces. Exploring autism in adults reminds us of a broader truth in psychology: behavior makes sense when we understand the context. If you’re in HR, education, or psychology, how does your organization support neurodiverse individuals? Let’s connect, share insights, and build workplaces rooted in awareness and empathy. #autism #Psychology #MentalHealth #Neurodiversity #AbnormalPsychology #selfdevelopment #humanbehavior #mindsetmatters #awareness #CBT #SelfCare

Do you have a process in place for your people who are going through or have been through any sort of traumatic experience? I hear all too often and have worked with clients who have been through something challenging in their life and the place of employment did nothing or the bare minimum to show their support. I struggle to wrap my head around this. Supporting employees who have experienced trauma is crucial for fostering a compassionate and resilient workplace. I want to share two effective ways to provide support that could go a long way and show your people that you care about them as people and not just an employee: 1. Offer Flexibility: When someone has gone through a traumatic experience, rigid work schedules can add to their stress. Offering flexible hours, remote work options, or time off can help them manage their recovery without feeling pressured to meet usual expectations. This flexibility shows that you value their well-being and trust them to manage their responsibilities at their own pace. 2. Provide Access to Resources: Ensure that employees have access to mental health resources, such as counseling services, support groups, or employee assistance programs (EAPs). Sometimes, just knowing these resources are available can be a huge relief. Encourage an open-door policy where employees feel comfortable discussing their needs, and make sure they know where to find help. What Support Can Look Like: In a professional environment, support means creating a space where employees feel seen and heard. It’s about offering compassion without judgment and providing the tools they need to navigate their situation. Whether it’s through regular check-ins, adjusting workloads, or simply acknowledging their experience, every action counts in building a supportive and understanding workplace. What other suggestions do you have? What is working for you as a leader or as a company? #trauma #support #resources #impact #leadership #peoplefirst

Today marks a deeply personal milestone—I am officially five years cancer-free! This journey, stretching back to my breast cancer diagnosis in 2018, has not only been a personal battle, but also a profound learning experience about the importance of a supportive workplace. Fifty-percent of employees with cancer are afraid to tell their employers about their diagnosis. Too many of them don’t have the workplace support they need—and as early detection and advances in treatment mean that more people will be living and working with cancer, the need for that support has never been more urgent. Today, as I commemorate my five years in remission, I'm sharing my first-ever video with five lessons for creating a supportive workplace for those battling cancer. They are: 1️⃣ Cultivate open communication and foster a workplace culture where open dialogue about both challenges and triumphs is encouraged. 2️⃣ Promote flexible work arrangements to all employees, which allows them to balance their professional responsibilities with their health and well being, ensuring no one has to choose between the two. 3️⃣ Foster empathy and create an inclusive environment where employees facing health challenges feel supported, understood, and valued. Extend this empathy by educating the team on how to provide meaningful support to their colleagues. 4️⃣ Commit to long-term support, beyond remission, and develop policies and resources that cater not only to immediate needs, but offer sustained support and assistance post-treatment. 5️⃣ Celebrate every milestone, big and small, because acknowledging achievements in both our personal and professional lives fosters a positive and supportive culture and reinforces our commitment to each other’s well being and success. When I was diagnosed, work became my anchor, offering a sense of normalcy amidst the darkest and most uncertain times. It was a way to maintain momentum in my life and foster hope for a future beyond cancer—a future that felt familiar and promising. While each cancer patient's journey is uniquely their own, certain needs are universal: support and flexibility from the workplace, assurances of job security, and access to comprehensive medical care and paid leave. These are not just benefits; they are lifelines that enable individuals to fight their battles without losing their foothold in their professional and personal lives. To every colleague, past and present, who walked this daunting path with me: your words, the heartfelt letters I've treasured, the thoughtful gifts for my little daughters, the nourishing meals, your quiet presence during chemo sessions, and the countless acts of kindness you've shown, these were beacons of hope. You didn't just support me; you carried me. Your unwavering empathy, understanding and care are a testament to the life-changing power of a compassionate workplace. #WorkingWithCancerInitiative #WorkingWithCancer #WorkplaceWellness #Leadership #AnniversaryReflections

Is it time to double-down on thinking about how we communicate in-office❓ As more companies mandate a return to full-time office work, many of us are reflecting on the accommodations that have made remote work accessible over the past five years 💻 & how that might transition to an in-office environment. As one of the 30+ million American adults living with hearing loss👂- for those of us in this growing demographic, transitioning back to in-person work presents unique challenges. In virtual settings, we’ve been able to adjust our environments to meet our needs—whether that’s turning up the volume 🔊 on our laptops, using noise-canceling headphones 🎧, or relying on live captioning 💬 during Zoom meetings. These tools have been crucial in making our workspaces more productive. But as we step back into the office, these adaptations become more complicated. The good news? There are simple, effective ways to support colleagues with hearing loss—& to build a more communicative (and happier) workplace in the process. 🙏 1️⃣ Educate Yourself on Hearing Loss: Take time to understand the different types of hearing loss and how they might impact those with a hearing deficiency. This knowledge can help you approach conversations with empathy, knowledge & awareness. 2️⃣ Provide Support, Not Pity: Respect & understanding go a long way. Offer help when needed, but avoid making assumptions or treating hearing loss as a limitation. 3️⃣ Don’t Keep Support a Secret: Use 'best communication' practices like speaking clearly, facing the person when you talk (seeing a person speak helps those with hearing loss & ensuring that meeting rooms have minimal background noise + noise suppression walls, floors, etc & make those practices & hardware known. This normalizes accessibility & encourages others to follow suit. 4️⃣ Consider How You Communicate: Simple changes—like speaking at a moderate pace, or summarizing key points in writing—can make a big difference. For example, if you know that someone has hearing loss, think about joining them for meetings where you are both attendees and 'reserving spots' for you both where the audio 🔈 will be best. Accessibility isn’t just about technology—it’s about fostering an environment where everyone feels heard, valued, and supported. Let’s make the return to the office a positive transition for all our colleagues, including those who are hearing-impaired. 👏🏼 👏🏼✨ If you'd like to drive more awareness in your office, I hope you find my Fast Company Premium article "An ultimate guide to supporting your colleague with hearing loss" helpful. The link to the full article is in the comments 👇. And if you have any experience helping those with hearing loss, please add to the conversation 💜 for the benefit of us all ‼️ #leadership #accessibility #hearingloss #compliance #ethics #returntowork #returntooffice #accommodations #inclusion

An office can be full of people and still be completely empty. Not empty of bodies: empty of energy, creativity, and connection. And that is the real challenge many companies are facing today. Not real estate. Not square footage. Not attendance policies. But environments that were never designed to help people think together. Static spaces kill momentum. Isolated cubicles, cold layouts, and silent hallways don’t support collaboration; they suppress it. A recent review of office design research found that thoughtful workspace layouts, with collaborative zones and well-designed focus areas, play a key role in enhancing well-being and performance. Studies show that employees who feel their environment supports connection and focus report higher productivity, and lower absenteeism. So when people walk into an office and feel nothing, it is not an employee problem. It is an environmental problem. Since opening WorkSocial | Shared Office Space | Enterprise Coworking (TM) in 2016, I’ve seen teams transform, not because we gave them a new address, but because we gave them a space that felt alive. The difference shows up the moment you walk in: voices get louder, ideas move faster, people choose to stay rather than leave early. You can feel progress in the room. It reminded me that people do not come to an office for furniture, they come for energy. They come for connection. They come for the spark that screens can never replace. That is why we built WorkSocial the way we did: open, warm, collaborative environments designed to help teams talk, think, and create together every day. A space that activates people instead of containing them. Because when a workspace feels alive, work feels different. The space you choose says more than the words you use. When someone steps into your office, do they feel movement, or do they feel silence?