5 Tips For Embracing Neurodiversity In The Workplace
Diversity, equity, and inclusion in the workplace is essential in 2022 and there is a greater understanding of how expanded talent demographics can offer organisations benefits like new perspectives and improved collaboration, leading to increased productivity. However, a little talked about area of DE&I is neurodiversity.
Neurodiversity refers to the wide spectrum of cognitive behaviours and ways of thinking that exist within humanity. If you consider how much physical difference there is between one human being and the next, then it makes sense that there should also be a vast difference in the way we think too.
‘Neurodiversity’ is a term that includes dyslexia, dyscalculia, ADHD, epilepsy, and many others. The neurodiversity movement has its origins in the Autism awareness movement of the 1990’s, but neurodiversity encompasses more than autism and there are many different traits to be aware of and learn how to accommodate.
Whilst acceptance of neurodiversity has increased, there is still a level of stigma surrounding neurodiversity. There is a lingering association between neurodiversity and out-dated or incorrect views on mental health, and to this day it is estimated that around 15% of the UK workforce are neurodiverse – yet 40% of neurodiverse employees in tech haven’t disclosed their status at work. Change is happening however, and a recent study showed that only 1 in 10 autistic workers do not feel they can talk about their diagnosis in a workplace environment.
Advantages of a neurodiverse team
Leaders in the tech field and beyond are recognising the competitive edge neurodiversity can bring to their teams. Employers like Microsoft and Dell, have implemented hiring programmes aimed at neurodiverse individuals. No two individuals are the same, but they have unique strengths and can bring many benefits to their work including:
? Innovative problem solving
? Sustained attention to detail
? Unique perspectives
? In-demand skills
5 inclusive strategies to embrace neurodiversity at work
- Educate your team with neurodiversity training
Neurodiversity training, led by an expert, for all employees and managers is a critical part of ensuring that everyone understands diversity, is empowered, and can best work together. This includes your hiring team! Managers especially should be encouraged to attend training to understand why superficial norms such as eye contact or a strong handshake are difficult for neurodiverse candidates.
- Use technology to support neurodiverse ways of working
Technology can be a useful way to support different ways of working and ensure that neurodiverse employees have the tools they need to succeed. Accessible applications and assistive technology such as speech recognition software, screen readers and memory distraction aids can all be useful. But so can more widespread workflow apps and common fixes such as switching off notifications when working.
- Be understanding and accommodate difference
An understanding and patient attitude will be critical in supporting and empowering neurodiversity. Intense sensory stimulation, such as lots of voices talking at the same time, can mean meetings and roundtable discussions can be challenging. Information overload can negatively impact concentration and social complexities can impact comfort levels. Teams should be open and accommodating to ensure all members of the team feel welcome and that their differences are supported.
- Connect with the community
Community groups can help employers attract and retain neurodiverse employees. Either through specific schemes designed to help individuals find meaningful work, by providing advice and training resources or by offering a space for neurodiverse individuals to connect with others in their field and offer each other support. Connecting with these groups can also offer employers the chance to amplify the wider message of support and position themselves reputationally.
- Adjust your recruitment processes
Consider adjusting your hiring processes to reach out to neurodiverse candidates. Ensure your job adverts and policies use positive and inclusive language. Ensure you ask the right questions to draw out skills and capabilities and remember that many individuals are self-taught or possess skills that are transferable. Make sure your interview process is not overly complex and doesn’t include any surprise elements.
How can Energize help recruit and retain diverse talent?
Energize has extensive knowledge of how to implement talent attraction strategies that diversify talent pools and create inclusive advertising, interviewing and onboarding processes. We can help your business create truly inclusive hiring campaigns to ensure you’re attracting a diverse talent pool. For expert guidance on enhanced hiring strategies, contact Energize Group today.