Spoon Theory and Reasonable Adjustments
The Spoon Theory, originally conceived by Christine Miserandino, is a powerful analogy for understanding the limitations of energy when living with chronic illness or disability. It suggests we start each day with a limited number of "spoons," each representing a unit of energy. Everything we do, from basic self-care to work tasks and social interactions, costs spoons. Once you are out of spoons, you have reached your limit for the day. Unlike a battery, replenishing them is often a slow and complex process.
Imagine starting your day with 12 spoons. By the time a disabled person arrives at work, they may have already used four. By lunch, they could have spent six more, and by the afternoon, the remaining two would be gone, struggling to focus in a busy office.
While everyone faces challenges, disabled people often deplete their spoons significantly faster. Crucially, they may also be forced to borrow spoons from tomorrow’s allocation to get through today. In contrast, non-disabled people often finish their day with a surplus.
Why This Matters
For people with disabilities, autism, or other neurodivergent conditions, daily tasks can be more physically and mentally demanding. When I have fewer spoons, I am more prone to zoning out, experiencing sensory overload, or needing to pause mid-sentence to let my brain catch up. This makes communication and concentration incredibly challenging. Running at a deficit for days or weeks often leads to burnout, a state of profound exhaustion that can take months to recover from.
The Role of Reasonable Adjustments
Reasonable adjustments are essential tools for conserving these precious spoons. They enable people to live more fulfilling lives and participate fully in the workplace and society.
In the workplace, these adjustments can range from simple changes to specialised support:
Regular 1-to-1 check-ins and structured peer support.
Tools such as Grammarly, Read&Write, or Dragon dictation, as well as specialised software for visual or auditory disabilities (often 80% funded by Access to Work).
Access to support workers or professional coaching (often 100% funded by Access to Work).
Flexible working hours, additional processing time, ergonomic workstations, and accessible parking.
When individuals have the right support, they are less likely to experience burnout. Instead, they feel empowered to share their unique perspectives, which frequently leads to more creative and effective problem-solving.
A Call to Action for Managers
Managers, your role is to engage, equip, and encourage your staff with an open mind. If you are unsure what constitutes a reasonable adjustment, reach out to your HR, Occupational Health, or EDI teams. They are there to help you create an environment where everyone can thrive.
💡 Learn more about reasonable adjustments:
https://www.disabilityrightsuk.org/resources/access-work
https://www.acas.org.uk/reasonable-adjustments
https://www.nhsemployers.org/publications/making-workplace-adjustments-support-disabled-staff
Written by John Hugill
September 2024