Neurodiversity is important in the workplace simply because neurodivergent folks exist. Chances are that you may already have colleagues who are neurodivergent but may not feel comfortable or safe communicating their struggles due to various factors. These individuals are valuable team members because of the fresh perspective they bring. Neurodivergent individuals can offer unique ways of thinking that others may not have considered. For example, individuals on the autism spectrum excel in pattern recognition, enabling them to identify problems that might go unnoticed by their neurotypical colleagues. It is crucial to develop the skill of managing neurodivergent individuals and to understand how different brains function, as this knowledge benefits not only the neurodivergent individuals on your team but also improves your approach as a manager or colleague for everyone.
Last month, we organised a panel discussion that covered why neurodiversity is important in the workplace, what best practices at work can help support neurodivergent individuals, and what concrete steps can people take to cultivate a neuroinclusive workplace. We heard from Héloïse Thon (Neurodivergent Coach), Ashley Sigmon (Sr. Career Specialist at CareerFoundry), and MK Kirigin (Diversity, Equity, & Inclusion Expert). Here are some key takeaways they shared for making your workplace more inclusive for neurodivergent colleagues.
Clarity in job requirements and expectations is more important than employer branding or brand voice. It doesn't matter how cool or fun your company sounds like. If people have a difficulty understanding the actual requirement of the job, they won’t apply to it. Try to make the job description as explicit as possible to avoid misunderstanding and confusion.
The practice of expecting immediate responses in interviews may be outdated, unless it is explicitly required for the job. Sharing the interview questions in advance is one way to accommodate neurodivergent individuals who may need more time to answer your questions. Our panelists think that, unless it is required for the job, there is no reason why interviewees have to come up with an answer right away.
Behavioural interviews can be scary and uncomfortable for some neurodivergent folks, especially those who struggle with social cues or might need more processing time to give a thorough response. For example, hiring managers may assume that a lack of eye contact translates to being uncomfortable or not a good culture fit. However, neurodivergent candidates might simply feel that eye contact can be aggressive or intimate. Just because this social cue is not on par with neurotypical folks, it doesn't mean that they will not be good at the job.
For some neurodivergent folks, being in an open workspace can be a struggle due to sensory overload caused by unpredictable factors such as bright lights, people talking, eating, and certain scents. If working remotely or from home is not an option, have a designated quiet workspace or even a quiet room in the office to provide a calm environment for those who need it may go a long way.
Having this option helps those who may work better outside the typical working hours. For example, MK pointed out that ADHD folks tend to be night owls. Having flexible working hours would give them more space to perform their best work.
Having a thorough company handbook that explains the company culture could be useful to your neurodivergent colleagues. By knowing how the meeting is going to run, what's going to be on the agenda, or when people can ask questions, it would be very helpful for them because they would know what to expect.
It is important to provide multiple forms of communication, such as written, oral, or video, to make it accessible to various people. Additionally, assigning a note taker for those who miss the meeting or have difficulty processing auditory information can be helpful.
Sometimes, individuals may not know how they can be accommodated as they are constantly discovering what they need. It would be helpful for managers to have awareness and suggest possible accommodations based on their understanding of the individual's situation.
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