Navigating Neurodiversity in the Workplace
While neurodiverse employees provide new ways of tackling problems, neurodiversity in the workplace still has a lot of stigma, and organizations are not always ready to navigate the needs of a diverse workforce. Studies have found developing accommodations for neurodiverse employees boosts organizational productivity by up to 30%.
What is Neurodiversity?
Neurodiverse employees include people whose brains process information outside of societal norms. Commonly acknowledged neurodiversity includes people with autism, ADHD, and dyslexia.
Neurodiversity can also include people with certain stigmatized disorders including schizophrenia, bipolar, borderline, etc. People in general tend to think about and tackle problems from different perspectives, but neurodiverse employees do not come at these issues from what is considered a “normal” perspective.
One in five employees in America is neurodiverse, so if an organization has five or more employees, it is likely that at least one of these employees is neurodivergent, even if they have not disclosed this. This means it is important for employers to plan for neurodiversity in the workplace if they want their employees to succeed.
Strengths of Neurodiversity in the Workplace
Neurodiverse employees can bring unique strengths to their roles. These strengths include:
- Ability to hyperfocus during projects
- Ability to remember detailed information
- Ability to identify data trends and patterns
- Quick processing of visual information
- Critical thinking
- Out-of-the-box thinking
Every employee is unique and will bring unique strengths to the workplace. The important thing is to find the right role for these strengths to shine.
Challenges of Neurodiversity
As with all employees, neurodivergent employees have their challenges. These challenges include:
- Difficulty prioritizing tasks
- Interpreting conversations and instructions literally
- Coming off as too direct
- Difficulty with non-verbal cues
- Sensory overload
- Information overload
When planning processes and workplace practices, it’s important to be aware of these challenges so management teams can create and provide solutions that allow employees to thrive.
Best Practices to Support Neurodiverse Employees
When managing neurodiverse employees, communication is the most important factor. Make sure to speak clearly and say what is meant. Avoid cliché phrases such as “touch base”, “unpack this”, “circle back”, etc. as many neurodivergent employees interpret literally and will not understand these phrases. State clearly what is needed, when it is needed, and why it is needed.
Consider communication methods as well. Ask employees questions to determine what communication method works best for the individual. Some neurodivergent employees will work best with oral communication, while others need it in writing.
Video communication can help employees better process information. This allows managers to provide all pertinent information while allowing employees to process the information as they need it. Neurodivergent employees often need to be able to see the big picture, so providing all information upfront helps them to understand what is required of them.
Provide Tools to Promote Strengths
Managers need to recognize individual strengths and weaknesses among their employees and provide the tools that will help them thrive. Providing access to AI, task management tools, and other accommodations will help employees overcome weaknesses that could set them back and focus on their strengths.
Avoid Sensory Overload
It’s important to pay attention to the sensory preferences of neurodivergent employees. Sensory overload can sometimes keep these employees from completing necessary tasks.
Find ways to give employees control over common sensory issues such as light and sound. This can include allowing employees to wear headphones or sunglasses, giving them dimming lights, or providing them with silent spaces. Flexible work environments are also helpful, as some neurodivergent employees work best when allowed to work remotely.
Employee Resource Groups
Employee Resource Groups (ERGs) provide a safe space for neurodivergent employees. ERGs allow these employees to provide insights and suggestions to make the work environment more accessible and productive.
Prepare Employees for Change
Some neurodivergent employees do not do well with change in the workplace. If changes are needed, make sure to give advance notice of these changes so employees can better prepare and adjust. Give employees a chance to ask questions, voice concerns, and prepare managers to answer any questions that will help with the transition.
Creating Processes Built for Success
Navigating neurodiversity in the workplace requires structure and consistency. Employers need to build systems, processes, and a culture that provides the support neurodivergent employees need to succeed. Developing this structure is important even if employees are afraid to disclose their accommodation needs.
HR Service, Inc. can help ensure your organization is set up to support neurodivergent employees. Contact us to learn how we can help you review processes and create a thriving workplace.
Written by: HR Solutions Team and Penny Clark