Neurodiversity in the workplace
Recognising talent and investing in the power of different (dis)abilities in your company.
Neurodivergent minds are an asset any workplace. From technology to the arts, when accommodated and given support, all organisations and companies can benefit from neurodivergent people’s talents and unique perspective. Neurodivergent talents and skills may include:
Attention to Detail
Neurodivergent brains (especially autistic and ADHD brains) have the ability to hyper-focus, going into incredible depth on a subject. This often allows them to notice intricacies of a problem or situation that others may overlook.
Sense of Justice and Fairness
A strong innate sense of justice and fairness comes intuitively to many neurodivergent people, giving them the ability to recognise and speak up when someone is being mistreated.
Passion and Dedication
When neurodivergent people are passionate about something, you’ll know. Many neurodivergent (especially autistics) have one or more “special interests”, which they devote time and effort into learning more about. This is especially a strength in the workplace, neurodivergent people carry their passion about a subject into their work.
Creative, Out-of the Box Thinking
Many neurodivergent people have the ability to think beyond the status-quo. When given the opportunity, neurodivergent people can often see outside of traditional boundaries, providing innovative answers to complex questions and problems.
Despite their unique talents and passions, neurodivergent people are more likely to struggle in work-place environments than neurotypicals. The symptoms of neurodivergent conditions such as ADHD and autism spectrum disorder can significantly affect all aspect of working life: socialising with colleagues during coffee breaks, sensory discomfort in loud lunch canteens, and even struggling to process verbal instructions during onboarding of the job itself.
Identifying the barriers which neurodivergent employees face within your organisation is essential to ensure they feel safe, understood and supported at work.
Neurodivergent conditions, like neurodivergent people, are all different, and naturally support looks different. Supporting neurodivergent employees and fostering an inclusive work culture in your company could be:
Accommodations: minimising sensory overload and distraction by implementing accommodations in the workplace .
Mentorship: Assigning neurodivergent employees a mentor to offer support and guidance, for example, navigating workplace challenges or career development opportunity.
Inclusive job descriptions and interview practices: actively encouraging neurodivergent candidates to apply at your organisation by making the interviewing process as accessible as possible.
Neurodiversity Training: fostering an inclusive work environment by hiring a neurodiversity specialist to help your team understand and support neurodivergent talent.
