Our brains are wired differently, and the way we think, process information, communicate and move differs widely as individuals. This is neurodiversity, and in our workplaces there’s growing recognition of the clear benefits of embracing it. As many as 15% of the population are estimated to be neurodivergent so it’s vital that we create an inclusive culture at work in which our neurodivergent colleagues feel confident, respected, supported and inspired. These colleagues are ‘an untapped superpower’ says management consultants Korn Ferry. It’s all about enablement.
It’s important to create multiple aspects of an inclusive culture at work, to welcome everyone regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation, into the working community.
In this blog, I’ll look specifically at neurodiversity in an inclusive work culture.
We’ll hear experiences from people who have ADHD and autism, and from an expert trainer in assistive technology. Get ideas for useful help and empowerment when neurodiversity presents some challenges at work. How can you move beyond awareness to creating a truly neuroinclusive culture?
Neurodiversity is an umbrella term which can include thinking styles such as ADHD, autism, dyslexia, dyspraxia, dyscalculia, Tourette's Syndrome and OCD. Many people in neurodiverse communities dislike ‘labels’ and remembering the individuality of people is good allyship. I’ve heard feedback that the word ‘condition’ is also disliked and I can see why.
More employers now recognise the importance of fostering neurodiversity
In a Posturite poll this month, 47% of participants answered ‘yes’ to the question ‘Do you feel that neurodiversity has become better understood and valued in your organisation in the last 5 years?’. I find this encouraging. A further 26% answered ‘Perhaps or slightly’, 18% weren’t sure and sadly 9% said no.
Could your neurodiverse workforce be the pathway to business success? There’s good evidence to suggest that you want neurodiverse talent powering through the revolving doors of your organisation – and not making a hasty exit if the work culture proves to be less than inclusive.
For example, research by Korn Ferry found that companies that made neurodiversity a focus of their diversity, equity and inclusion efforts have seen boosts in:
- engagement
- performance
- profits
Money talks, after all. In particular, these companies have experienced:
- enhanced innovation
- better communication
- widespread feelings of psychological safety amongst employees
In the webinar ‘Neurodiversity and me: strategies at work’, Andy Rigby (above) who heads up the enablement team at Posturite, comments that “Organisations are increasingly eager to support neurodiverse employees ensuring that adjustments are made to empower every individual to thrive.” He is seeing unprecedented demand for screening assessments, like the ADHD screening assessment that Julia talks about in the webinar about neurodiversity, and for workplace needs assessments. The experienced assessors work with individuals to understand their skills and roles, and then make personalised recommendations to identify the best reasonable adjustment packages to match their needs. These enablement assessments are a brilliant step towards an inclusive work culture.
Reasonable adjustment recommendations for neurodiverse employees might include:
- strategy coaching
- changes to the working environment
- workstation equipment
- technology
- software solutions
Providing employees with these workplace needs assessments, and implementing any reasonable adjustments goes beyond compliance. It makes good business sense to enable employees to perform at their best – and feel happy and motivated. Don’t underestimate the power of your staff feeling supported in their jobs.
How to create an inclusive culture at work around neurodiversity
Creating an inclusive work culture requires planning and a comprehensive approach across the whole employee lifecycle. Here are the recommended steps:
1. Provide a neuro-friendly workspace
For some people, working in an office presents challenges, but it can be especially demanding for those who are neurodivergent or sensitive to sensory stimuli. Employers can integrate subtle changes in workplace design - such as adding sound-absorbing materials, privacy panels and dimmer lighting in selected areas - and provide a variety of choices of space to support peoples’ unique sensory needs. The smells of an office kitchen might have a far greater impact on some people than others. Ask the furniture projects team at Posturite to advise you on designing your neuro-friendly offices.
In this blog about autism and the workplace, Star talks about the workspace in which she can thrive in her job as a Credit Controller: “I find I work best when I'm working from home as I can control my sensory needs a lot better than in the office.” When she’s in the office, she likes to wear headphones.
Consider the office equipment and furniture for your neurodiverse colleagues too. Vikki Greer, an ergonomic product specialist has discovered effective workplace adjustments for her ADHD. She loves to use a sit-stand desk so that she can stand up during meetings and fidget with her legs without it being obvious, which actually helps her to concentrate. “Do not be afraid to ask to do things differently!” she says. A rocking footrest can also be great for someone who likes movement while they work.
In the ‘Neurodiversity and me: strategies at work’ webinar, Julia Merritt talks about her love of using two screens and how this suits her ADHD. You can use a dual monitor arm to help with this. “Two screens makes a massive difference to me; just something as small as that. It allows me to manage that ‘out of sight, out of mind’ scenario.” On one screen, she puts the task she needs to focus on, and her email and messaging are on the other.
Small changes to build an inclusive workplace can be simple and low in cost.
2. Give access to enablement assessments
Another way of helping neurodivergent people feel included in the workplace is by providing supportive enablement assessments, including diagnostic screening (for ADHD, autism and dyslexia, for example) and workplace needs assessments.
Empower a team member by giving them the chance to have a screening assessment, if they request one. This will contribute to your inclusive work culture by gaining recommended ways forward to overcome barriers that a neurodivergent member of staff might be facing. Julia's story highlights how an assessment could change the way a person works and improve the overall employee experience.
How does it feel to have a neurodiversity confirmed?
“I learned I had ADHD from an Attention Deficit Hyperactivity Disorder Screening and – this is going to sound really cheesy – but there was 100% a big change for me” says Julia. “I've changed how I do things at work because I now have a far better understanding of ADHD. I had always kind of beaten myself up for being a bit rubbish at remembering things and staying on task. But since having my ADHD confirmed, I try and work with my strengths as opposed to trying to do it the way that everyone else does it.”
During a workplace needs assessment, the experienced assessor will work with the individual to understand their skills and role. The most effective reasonable adjustment package to match their needs will then be recommended in a helpful report.
3. Consider flexible work arrangements
Flexible work options can support neurodivergent employees and improve employee performance, including:
- when work tasks are carried out
- how the workload is scheduled and communicated
- where people work.
Since working remotely, Julia Merritt discovered that sitting still in a traditional sense in meetings was a significant hurdle with her ADHD. To combat this, she reimagined her remote meetings routine. Instead of remaining seated, she integrated movement. Whether it was pacing, tidying, or walking her dog, these physical actions became tools for focus.
4. Implement a neuro-inclusive recruitment process
Be clear and concise about what candidates can expect from each step in the recruitment process. Aim to give candidates advance information about how long the interview might be, the number of people interviewing and who they are, and helpful directions to your venue. Ask people in their application if they would like additional support in the interview or during the application process. Remember that lots of neurodiverse people don’t consider themselves as ‘disabled’, so you could phrase your question about additional support they consider necessary for them to succeed, without any reference to disability or reasonable adjustments.
Avoid using exactly the same competencies for every single role you’re hiring for. If good communication and teamworking aren’t so relevant to a role, perhaps omit them.
5. Use assistive technology as a key enabler
Text-to-speech, speech-to-text, mind-mapping and note-taking software are all technologies that some neurodivergent people find incredibly helpful at work. Assistive technology products boast different features to support different challenges – give access to this technology as part of your neuro-inclusive company culture and strategy.
Joy (pictured above) and David from Posturite describe the opportunities that assistive tech gives neurodivergent colleagues in the ‘Neurodiversity and me: strategies at work’ webinar. Joy delivers training to help people get the best out of assistive tech.
“For me with my dyspraxia, I have big challenges with the coordination of my fingers when I'm typing” David Mitchell (below) says. “And the words just don't basically come on the screen as they should do.” So David uses speech to text software to support his neurodiversity at work. It will write up the text that he’s saying. “That is a great barrier reduced for me.”
6. Encourage open and honest conversations
A truly inclusive company culture is one that encourages employees and leaders to be open about their conditions or disabilities if they wish to, without the fear of feeling judged. Open conversations and support are key to boosting employee engagement and mental health. Your managing director can celebrate the contributions that neurodiverse colleagues are making to your business in an all-company meeting. They can talk about how proud they might be of the talents of a neurodiverse member of their family.
Managers leading by example in this way works. It helps employees feel comfortable and respected.
If a leader would like to talk openly about their own personal experiences – of ADHD for example – it enhances understanding and builds an inclusive work culture. You could even start a mentoring programme within your neurodiverse communities.
7. Create a supportive framework
Perhaps a member of the team would like to take the initiative to create an ‘employee resource group (ERG)’ which can be a kind of disability network for staff. This is how my colleague Leah went about inviting staff to her ERG:
“I’m excited to share something very close to my heart: the launch of our new Neurodiversity Support Group.
The Neurodiversity Support Group is for anyone who is neurodivergent, as well as those who want to learn more, support their colleagues, or help make our workplace more inclusive. It will be a space to discuss our diverse minds, share experiences, offer support, and work together to create a culture where neurodiversity is not only accepted but celebrated.”
I thought her approach was very welcoming to all, and she had fantastic employee engagement.
8. Implement ‘Disability Passports’
An employee may well move roles and have different managers while they work for you over a number of years. Create a confidential record centrally of the adjustments they need in the workplace, and they can then take this ‘disability passport’ with them to help ease transitions between roles. Avoid your neurodivergent colleagues needing to repeatedly explain adjustments.
9. Provide training and awareness programmes
Enhance knowledge about neurodiversity by providing Disability Awareness Training to your teams. What impact might a neurodiversity have on a colleague’s working life? What skills and talents can be contributed that enhance our organisation’s performance? Provide training that emphasises that everyone is an individual and is affected differently by neurodiversity. Boost awareness of workplace adjustments and the legal company requirements that you all have a responsibility to uphold.
10. Be clear on your process for workplace adjustments
Who is the point of contact within your organisation for employees seeking workplace adjustments? Tell staff and make it clear. If there isn’t clarity, there may be hesitation or embarrassment to ask.
Final thoughts
These steps all help to achieve an inclusive culture at work that is fair for our neurodivergent colleagues, and creates a sense of belonging. Don’t be overwhelmed by the myriad of solutions. A good place to start is to contact the enablement team at Posturite, who can recommend assessments and training for your people. No two neurodiverse team members experience the same challenges and strengths, so it’s definitely a journey of learning, understanding and discovery for us all.
Take the first step towards a neuro-inclusive culture. Contact our enablement team for expert advice and assessment recommendations.
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