Initially the term ‘neurodivergent’ was used exclusively to describe people on the autism spectrum. However, it’s now an umbrella term to include dyspraxia, ADHD, dyslexia, dyscalculia etc. Unfortunately, due to a lack of awareness and understanding, there can be some stigma around neurodiverse individuals. These unfair assumptions can cause people to hide where they fall on the neurodiverse spectrum, for fear of being judged at work.
It’s important to make all employees feel secure, valued and appreciated and this begins right from the start. Using simple, clear and inclusive language can make all the difference in helping your company stand out from others. It can encourage potential employees to apply. But, you might be asking…
How can we be more inclusive?
The first step is to be open. Actively state that you are an open and inclusive company to encourage applicants. You can use the terms ‘neurodiverse friendly’, ‘equality opportunity’ or ‘inclusivity’ in your applications. This is an easy way to let potential employees know that they are welcome and you can meet their needs.
To accommodate a neurodiverse person in an interview, schedule short breaks or conduct the meeting in a quiet room away from potential distractions and background chatter. Neurodiverse individuals can sometimes avoid eye contact or appear nervous, even when they’re not. Demonstrating patience when waiting for their answers and asking about any particular skills they have will also help ensure your interviewee is comfortable. Ultimately, you want to ensure the interview is set up in a way that doesn’t alienate or exclude anyone who might be neurodiverse. Be sure to formulate questions to help them show off their unique approaches.
Once an offer has been made, it’s crucial to ask about any ways that you, as the employer, can support and accommodate your new employee.
Make the workplace environment comfortable
To make the workplace environment comfortable for neurodiverse employees, it’s worth noting what accommodations to make.
The first key one is sensory accommodations. Everyone experiences the world through their senses in different ways, and we all have different preferences. But, sometimes people can be overwhelmed by bright lights or loud noises. For some people, bright lights can impact their focus. This is why it’s extremely important to cater to different needs. For anyone who experiences sensory overload, sometimes being able to pop into a quiet room with adjustable lighting can make all the difference.
This goes for noise as well. There tends to be a lot of background noise as people take calls and have discussions in a busy office. This could affect focus for anyone (especially after working from home during the pandemic). More so people who might experience sensory overload. Having a quiet room to work in will be extremely beneficial to anyone in the office. Especially those who would seek out a room like this. Allowing people to use noise-cancelling headphones, or noise-reducing earplugs for sensitivity will help with comfort levels in the work environment. Also, avoid singling out employees who use these items as it can make them feel anxious or guilty. Everyone has different comfort levels and aids in helping to achieve the most effective working environment. It is important to be tolerant and accommodating.
Spreading compassion
It’s also extremely essential to educate current employees on neurodiversity and how they can support their colleagues. Running a lunch and learn to promote compassion and understanding is a step towards making any diversity and inclusion programme a successful one.
Ideally, it’s best to have HR start the discussion. If any neurodivergent persons were happy to describe the differences in how they approach work, that would be beneficial too. First-person perspectives can help others put themselves in someone else’s shoes.
You can also provide online resources to employees to focus on the needs, abilities and challenges other employees might face. For example, anxiety and depression can affect anyone but can be common amongst neurodiverse individuals who feel they need to “mask” to fit in more easily. Everyone at work would benefit from mental health help, whether this be a third-party source to talk to, regularly sharing helpful information, or encouraging meditation sessions or yoga.
At TEAM LEWIS, our DICE (Diversity, Inclusion, Care and Equity) team aims to educate, inspire and motivate people from all walks of life. From internal training to cultural socials, we empower all intersectional communities and encourage our employees to tell their stories. In an interconnected world, our DICE team uplifts all voices so they are heard clearly.
