In the 1960s, Toyota revolutionised manufacturing with a simple but radical idea: give every worker the power to stop the entire production line if they spotted a problem. They called it the Andon Cord.
The concept was revolutionary because it challenged the traditional hierarchy. It said: “Your voice matters, and we trust you.”
A friend of mine recently started a new role as a creative graphic designer. Talented, passionate, excited, everything you’d want in a new hire. But within weeks, the cracks started to show.
The company culture was “always on.” Messages at 11 PM. Weekend work expectations. No boundaries. And my friend, eager to prove themselves, kept saying yes.
Then workloads became unsustainable and burnout loomed.
When organisations create cultures where work always demands more, where there’s no flexibility, no trust, no recognition that employees are whole humans with lives outside the office, we see the cost:
Burnout often leaves red flags along the way, one does not arrive at “Burnout” destination. The issue with organisations that believe that “one size fits all” in terms of work load and support is that they miss on listening to the Canaries.
Neurodivergent employees are the canaries in the coal mine of workplace wellbeing.
Historically, coal miners would bring canaries into the mines because they were more sensitive to toxic gases. If the canary showed distress, it was a warning that the environment was unsafe for everyone.
When neurodivergent employees struggle is a critical insight that the culture needs adjusting.
The reality is that in many organisations, employees are afraid to pull the cord. They fear being seen as weak, uncommitted, or unable to cope. So they push through until they break.
But what if pulling the Andon Cord wasn’t just about stopping when things go wrong but about creating the conditions where people feel safe to speak up before they reach breaking point?
Listen to the Canaries
When neurodivergent employees struggle, they’re pulling the cord early. They’re showing you that:
This is your opportunity to pull the cord on behalf of the whole organisation and make systemic changes.
The Tend-and-Befriend Opportunity
Research shows that when stress hits, humans respond by nurturing others and seeking social support, the “tend-and-befriend” response (Taylor et al., 2000). that dampens stress and promotes calm.
Connection is how we create the safety to pull the cord.
But how do we create Neuro-affirming ways to pull the cord and connect:
1. Create multiple pathways for raising concerns
2. Build connection that works for all brains
3. Train managers to respond with curiosity
4. Make pulling the cord a strength, not a weakness
We know that true inclusion isn’t just about checking a box, it’s about transforming workplace cultures to ensure everyone feels safe, valued, and empowered.
That’s why we offer bespoke workshops, consultancy and one to one support to shift from outdated “culture fit” mindsets to culture add approaches.
Get in touch with us to explore the different range of bespoke topics to fit your organisations needs.
