Neurodivergent individuals’ brains learn, behave or process differently from what we might consider ‘typical’. And we know this brings real benefit to the workplace. Teams that include neurodivergent people are known to be more productive, creative and innovative, be detailed oriented and show high levels of loyalty and work-ethic. With one in five of the world’s population being neurodivergent, chances are you work closely with a few neurodivergent folks. But what are we doing to create a neuroinclusive culture. Our recruitment processes, communication styles and even the physical office layout, all play a role in creating a more inclusive workplace for neurodivergent people. Here are a few ways you can create greater inclusion in your immediate team.
Team Culture and Communication: It’s everyone’s responsibility to help create psychologically safe workplaces. That means we include everyone in not only work projects, but in the ways we socialise and connect at work too. To ensure everyone is included, ask what time and which places your individual team member prefer when arranging catchups. Communicate openly and transparently but learn what communication styles are best for your team members. This might include direct and literal communication, preference for communication via an online platform or minimal eye contact.
Relationships: Build meaningful relationships with your colleagues and direct reports. Relationships built on trust allow for a psychologically safe environment should a neurodivergent person wish to reach out for support from you. People in respectful relationships regularly ‘check in’ with one another. You can use these times to ensure your colleagues have everything in place to thrive in their role, and within your workplace community. Remember, if you’re unsure, you can respectively check in and ask.
Educate yourself: Do your own research and attend training opportunities to learn more about people from neurodiverse populations. Awareness will ensure you’re using accurate and respectful language, that you are more empathetic to others, and that you feel more confident to contributing to an inclusive workplace.
Reasonable Adjustments: This means more flexibility and modifying your workplaces and processes. Consider reducing fluorescent lighting, provide noise cancelling headphones, and be mindful that your office layout isn’t a throughfare. Allowing remote work options and adequate time for meeting preparation, can also support neurodivergent people in your workplace. This might include your team receiving an agenda in advance, and knowing how they might be required to contribute to the meeting.
Hiring and onboarding: If you’re involved with hiring and onboarding, give opportunity for applicants to disclose they are neurodivergent. However, this is up to them and not mandatory, and disclosure usually comes once an individual has a relationship and trust with their manager and peers. Regardless of if you know an applicant or employee is neurodivergent, create space for them to thrive. Offer alternative interview styles, provide interview questions in advance and discuss reasonable adjustments openly. Let people know about your commitment to an inclusive workplace, and mention your company’s employee reference groups and other initiatives that may be relevant. Don’t forget that confidentially is essential. If someone discloses they are neurodivergent to you, you should not share this with others unless the person has given authority to do so.
We know that neurodivergent individuals contribute greatly to the success of our businesses.
Take time and care to understand how you can support them to flourish in their role. Don’t make assumptions, focus on strengths, and be an ally open to ongoing learning.
