From the silent types that prove meticulous thinkers to those that tend to analyze and think outside-of-the-box. Some co-workers may even have trouble focusing their efforts on singular tasks but still manage to deliver amazing results. These differences are what we often refer to as neurodiversity. Though it sounds rare, it's more common than people admit— resulting in at least 40% of our population being neurodiverse.
The concept of neurodiversity refers to the way that everyone's brain processes and experiences the world in a different way. This means that there's a much larger scale at work when it comes to what's considered "normal", and though these people may appear different, there's nothing actually medically wrong with them.
It is believed that the term first made its appearance in 1998 after Harvey Blume, a journalist, made a statement about neurodiversity. Everyone struggles with certain tasks and situations, and their response to these struggles is as diverse as the people themselves. The difference is that neurodiverse individuals are often more pronounced in their nuances. Many people automatically equate neurodiverse with being autistic, but it actually applies to people with Tourette's Syndrome, dysnomia, dyslexia, ADHD, dyspraxia, and dyscalculia. This helpful quiz entitled “Am I neurodivergent quiz” asks questions that help to determine neurodiversity.
When it comes to a working environment, it's hardly a surprise that employers seek out neurodiverse individuals. These individuals are critical and unique thinkers delivering some of the most progressive results for a company. In fact, history shows that many famous people such as Sir Isaac Newton, Albert Einstein, and Steve Jobs were all neurodiverse. To ensure that neurodiverse individuals thrive in a workplace environment, it's crucial to hone their skills and lend them support. Below, we will describe 6 ways that every company can remain inclusive.
1. Raise Awareness And Promote Diversity
Managers as well as supervisors should have the ability to know what it takes to create a team of individuals that celebrates diversity and progress. It's important to create an environment where team members can openly talk about their neurodiversity and still feel accepted. Enhance workplace technical skills by training employees through D&I training sessions.
2. Attract And Retain Neurodiverse Workers
Consider the type of role that hirees need to fill for your company. If it requires critical thinking, repetitive patterns, analytics or creativity, try creating a job posting that appeals to neurodiverse intellects. Ensure that when you conduct interviews on behalf of your company, you figure out ways to relieve anxiety for the individuals applying for work as neurodiverse people tend to be anxious.
3. Use Inclusive Language With A Positive Tone
Create an open and inclusive culture in the workplace that allows neurodiverse individuals to feel like they're a part of a team. When writing emails or creating flyers and handbooks, pay close attention to how your text is worded and whether it's inclusive. Some companies may even outright benefit from creating a neurodiversity policy or even offering help via ADHD assessment in Scotland or help with dyslexia.
4. Lend Neurodiversity Support
Managers should focus on providing neurodiverse individuals with the support necessary to thrive in the workplace. It's best to ask these team members what they need in order to feel accommodated, and also help them by offering assistance should they ever require it. It's important to make allowances and overlook certain performance problems when handling neurodiversity with care. Bear in mind that someone with neurodiversity may also require more time to complete a task or needs extra assistance to get things done. It may seem like an encumbrance to the company, but it's important to lend support to these employees while ensuring that they have options for getting help. This may include noise reduction for those sensitive to sound or offering different fonts for dyslexic employees.
5. Consider Your Legal Obligations
Some of your neurodivergent employees may be eligible for the Equality Act of 2010, which basically entails that a company needs to accommodate their special requests in a working environment. It also requires the company to ensure they aren't subjected to any amount of discrimination, which is best done through training, seminars, and educating the different individuals working in an office.
6. Hand Out Rewards And Recognition
It's crucial to remain impartial to your employees and ensure that everyone is fairly recognized and promoted when the opportunity arises. Though doing a good job at work is something that you can reasonably expect from employees, it's doubly important to recognize neurodiverse talents in the workplace. If one of your employees is neurodivergent and they've done well, make sure that they're publicly recognized for their positive contributions.