Understanding Neurodiversity As An Employer - Where to begin?
It’s fair to say that most workplace structures favour ‘neurotypical’ ways of thinking and communicating. We know that neurodiverse employees often bring unique strengths and challenge those styles in a positive way, but understanding neurodiversity as an employer is still complex.
Neurodiversity recognises that conditions like autism, ADHD, dyslexia, dyspraxia, and other neurological differences are natural variations in the human brain. Employers who aim to understand and support neurodiverse employees can unlock creativity, innovation and resilience within teams, but by its very nature, the support cannot be ‘one size fits all’
Which poses the question of where to begin. As an employer wanting to provide an inclusive workplace that supports neurodiversity, it can be natural to feel overwhelmed, but there’s already a huge positive: you’re here, ready to support and create change.
Let’s have a look at just three practical steps to get going:
Training is key
Invest in training for yourself, your managers and HR teams. Neurodiversity knowledge isn’t a nice-to-have, it’s a genuine investment in knowledge that will help you run your business and understand your employees better. Look for training options which support you in understanding neurodiverse experiences and which help to prevent misconceptions and unconscious bias. You are not looking to become an expert here but a well-informed employer with a broad understanding of what you need to do and what your teams need from you.
Learn more from the source
If you have neurodivergent employees (and you probably do), the best place to learn is from the source. Ask all employees to participate in a confidential survey or similar, where you can ask about their working preferences and challenges. You can allow them to choose whether they identify themselves or not - and give them the option to use the survey (or whatever tool you choose) as a direct way of seeking support.
Look at what you already have in place - and make changes if you need to
Review your recruitment, onboarding and promotion and development opportunities to make sure they don’t unintentionally disadvantage neurodiverse candidates and employees. Consider outside support or expertise to assist you with this task and to provide a different outlook. You may need to put in place alternative ways to do things, for example, how you assess skills or role fit beyond a standard interview process.
Understanding neurodiversity isn’t just a tick in a box; it’s an advantage to you as an employer and to your employees, to unlock untapped potential and to create a workplace where everyone