Neurodiversity in the Workplace
Neurodivergence is an umbrella term for a variety of different brain functions including autism, ADHD and dyslexia. There is now more understanding about the many benefits that diversity of skills and talents can bring to the workplace. Neurodiversity Celebration Week, 18th-24th March, is an initiative that helps the world to understand, value and celebrate the talents of neurodiverse minds. With this in mind, we have put together some tips for employers looking to help neurodiverse workers to thrive.
1. Develop awareness
As with all aspects of inclusion and diversity, it is important to demonstrate commitment. Create a working environment where people feel able to talk openly about working preferences and provide training to managers to raise awareness and improve understanding.
Rathbone HR has a podcast episode with lots of information and practical tips for business owners and people managers looking to support neurodiversity in the workplace. Check it out here!
2. Review working practices
Forcing people to adapt to working practices that simply aren’t compatible with their way of thinking can have many negative impacts. Instead, understand and try to be accommodate adjustments they may need to be comfortable and thus more productive. This could be anything from providing autistic members of staff with the option to work from home or a quiet, private space in the office, to speech-to-text software for those with dyslexia.
Similarly, review your policies and ensure that neurodiversity is covered in diversity and inclusion policies.
3. Take a stand against discrimination.
Foster a positive working environment by setting the standard for what is and isn’t acceptable in the workplace. If your employees feel their workplace is a safe place for them and that you as their leader will support them, they will trust your leadership more, which can lead to better productivity. More of your staff may feel secure enough to disclose a diagnosis they may have kept secret out of fear of discrimination. This will allow you to make more accommodations for members of staff; again leading to better productivity and more trust in you as a leader.