Neurodiversity, inclusion and respect

Supporting neurodiversity at work is a growing priority with tangible benefits for organizations.

An estimated 15-20% of the population is neurodiverse. Neurological differences are typically invisible, which can serve as a barrier for managers to implement the necessary support and make neurodiverse people feel included.

How to support neurodiversity at work

Supporting neurodiversity in the workplace involves creating an inclusive environment where all employees, regardless of their neurological differences, can thrive. Here are some steps to help you support neurodiversity at work.

Step 1: Recruitment practices

Revise recruitment practices to create an inclusive and equitable hiring process that attracts a wide talent pool.

Start by using inclusive language in job postings that explicitly welcomes neurodiverse applicants, signaling that your company values diverse perspectives. Because traditional interviews may not showcase the true potential of neurodiverse individuals, consider alternative formats, such as take-home assignments or video interviews, which allow candidates to demonstrate their skills in a comfortable setting.

Additionally, providing clear instructions and expectations for the interview process helps candidates prepare and perform their best.

Read more: Best Practices For Hiring With Neurodiversity In Mind

Step 2: The onboarding process

To create a supportive onboarding process, focus on a strengths-based approach that highlights each individual’s abilities and be sure to discuss potential accommodations.

Personalized onboarding sessions, clear and concise training materials and flexible orientation schedules can help new hires feel more comfortable and confident. Set the stage for long-term success and engagement for all employees by prioritizing a tailored onboarding process.

Step 3: Empathy and reassurance

People in the neurodivergent community may have experienced stigma, bullying and discrimination. As such, they might be more sensitive to criticism.

As an employer, aim to approach all employees with empathy, reassurance and tact. Make sure your company policies clearly outline procedures and processes and provide other employees with reasonable accommodations or educate them on neurodiversity as appropriate. Group training sessions from a third-party provider can help make sure everyone is on the same page about neurodiversity.

Step 4: Open communication and psychological safety

Open dialogue inspires trust and improves work wellbeing. Creating an environment of psychological safety is essential for supporting neurodivergent employees. Have structured discussions about neurodiversity and different learning styles so employees feel comfortable asking questions and providing feedback. If the employee is comfortable, empower them by offering a chance to speak about their neurodiversity and how it impacts their life.

Use clear and concise communication to avoid misunderstandings, and patiently provide opportunities for clarification. Establishing a culture where employees feel safe to express their needs and preferences without fear of judgment helps establish a supportive work environment.

Step 5: Flexibility and choice

Promoting flexibility can significantly enhance productivity and job satisfaction. Consider the following approaches.

• Flexible work schedules: Allow employees to adjust their work hours to fit their personal needs and peak productivity times.
• Remote work options: Provide opportunities for employees to work from home or locations they are comfortable working in.
• Flexible break times: Encourage employees to take breaks when needed instead of according to a rigid schedule.

Step 6: Sensory sensitivities

Start by engaging with employees to understand their sensitivities to noises, lights and smells. Flexible solutions, such as noise-canceling headphones, adjustable lighting and designated quiet spaces, can enhance comfort. Offering remote work options or flexible workspaces can also address sensory needs.

As an employer, you can take proactive steps to accommodate these sensitivities to demonstrate respect, and understanding and success for your employees.

Step 7: Support and mentorship

Providing mentorship helps cultivate a nurturing environment for employees. Here are three steps to take:

• Mentors: Pair neurodivergent employees with mentors who have received training to understand their unique needs. Mentors can provide guidance, share experiences and help the employees thrive at work.
• Regular performance feedback: Prioritize consistent and constructive feedback, focusing on strengths and development opportunities.
• Continuous support: Deliver ongoing support through regular check-ins and discussions about new challenges or needs that arise.

Step 8: Appreciation for neurodiversity

Promoting a culture that celebrates neurodiversity starts with education and awareness.

Publicly acknowledging the unique talents and achievements of neurodivergent employees through various channels reinforces their value as individuals. Valuing these contributions fosters a sense of belonging and respect, driving engagement and innovation across the organization.

Step 9: Measurements and improvements

Creating an inclusive environment requires ongoing evaluation and adaptation. Conducting regular surveys enables you to gather insightful feedback and identify strengths and areas of improvement. Analyzing and acting on these insights facilitates continuous refinement of your strategies.

Step 10: Leading by example

Consider actively advocating for neurodiversity, showcasing its benefits and integrating inclusive practices throughout the organization. Demonstrating inclusivity through consistent actions and policies sets a strong example for others to follow.

All in all, championing neurodiversity helps cultivate an environment where every employee feels valued.