Strategies for Supporting Neurodivergent Employees at Work
Is your organization focused on neurodiversity as part of its diversity, equity and inclusion (DEI) efforts? If not, your team is most likely missing out on the competitive advantages that come with embracing neurodivergent employees in the workplace.
With DEI efforts being central to organizational success, understanding and accommodating the unique needs of neurodivergent employees is not just a moral imperative; it’s a strategic advantage that can drive innovation and foster a greater sense of belonging for all employees.
Studies show that a significant portion of the population identifies as neurodivergent, including over half of Gen Z. Despite this, many workplaces are not yet equipped to support neurodivergent employees effectively and a staggering 76% of workers choose not to disclose their neurodivergent identities at work.
So what can you and your team do?
In this article, Alex Suggs, neurodivergent Co-founder of Different, sat down with Pasha Marlowe, CEO of Neurobelonging and Ru Stone, writer for the ASD Rabbithole Blog to bring you some informative insights and strategies around fostering greater inclusion for neurodivergent employees at work.
Benefits of neurodiversity inclusion in the workplace
Before we share some key recommendations, let’s first break down some of the benefits of neurodiversity in the workplace.
Neurodivergent employees have been found to excel in information processing, problem-solving, creativity and critical thinking, and exhibit greater productivity. According to a HBR study, research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.
Organizations who embrace neurodivergent inclusion in the workplace also benefit from key business priorities such as stronger employee engagement and retention, innovation, and talent acquisition.
In fact, a US Department of Labor analysis found that employers who embraced people with common neurological conditions saw a 90% increase in employee retention. And, companies that offer an inclusive environment for the neurodivergent workforce segment achieved 28% higher revenue, 30% greater profit margins and about double the net income compared to their competitors, according to another study.
Creating more inclusive workplace conditions for neurodivergent employees is not only the right thing to do; it’s smart business.
Understanding neurodiversity
So, what exactly is neurodiversity? Below we share some key terms and definitions from queer and neurodivergent author and educator, Dr. Nick Walker:
Neurodivergence refers to having a mind that functions in ways which diverge significantly from the dominant societal standards of “normal.”
Neurodiversity refers to the diversity of human minds, the infinite variation in neurocognitive functioning within our species.
Neurodiverse is a term used to describe a group of people whose members differ neurocognitively from each other.
Neurotypical means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.”
Neurodivergence can encompass the following and should not be equated with a single condition:
Attention deficit hyperactive disorder (ADHD)
Autism
Bipolar disorder
Dyslexia
Dyspraxia
Dyscalculia
Epilepsy
Obsessive-compulsive disorder
Tourette syndrome
Trauma
Sensory integration disorder
Important clarifications:
As we define and speak about neurodiversity, it is also important to make some important clarifications:
Neurodivergence is not a deficit: It is a natural variation in the human genome. While neurodivergent individuals may face challenges, they also bring unique strengths and perspectives.
Neurodivergence is not always apparent: Many neurodifferences are "non-apparent," meaning they are not immediately visible to others.
Neurodivergence is an identity, not a diagnosis: The term neurodivergent can be used by anyone who diverges from neuronormativity, or society's idea of what is "normal," "right," or "ideal."
Neurodivergent individuals can thrive: With the right support and accommodations, neurodivergent individuals can excel in various professional and personal settings.Neurodivergence should not be conflated with “diversity of thought”: The idea of “diversity of thought” often focuses primarily on varied perspectives and ways of thinking that differ among individuals, whereas neurodivergence focuses more intently on individuals who have minds that function differently than minds that are considered neurotypical.
Expert-recommended strategies for neurodiversity inclusion
Now that you’re equipped with a bit more information, here are some practical strategies to consider implementing in your organization:
Foster inclusive language and communication practices:
“Use inclusive and non-pathologizing language when talking about neurodivergence and disability’” suggests Marlowe. Language shapes perceptions and experiences and organizations should recognize it as a vehicle for greater belonging and inclusion when leveraged appropriately.
“Have clear, consistent, and redundant communication and scheduling. Make it easy for people to find their own information at any time and offer paths for asking directly,” adds Stone. This especially applies to ensuring all employees can easily access more information around available accommodations without fear of judgment.
“Organizations should also have official, structured channels for feedback regardless of whether the neurodivergent person is higher or lower in the workplace hierarchy,” Stone suggests.
Implement inclusive design:
“Implement inclusive design that solves for one and serves many,” suggests Marlowe.
Inclusive design principles benefit everyone, not just neurodivergent employees. For instance, creating quiet spaces can help those with sensory sensitivities and also benefit employees who need a calm environment to focus.
Suggs adds, “Even providing noise-canceling headphones can be an easy and effective way to ensure employees are better equipped to thrive in open-floor environments. It’s also important to implement ways for employees to signal when they are in deep focus or hyperfocus and do not want to be disturbed. This can include slack icons, physical artifacts on desks, or signs outside office doors. Ensuring distraction-free flow time is vital for many neurodivergent employees to stay focused and complete tasks.”
Stone suggests learning and development initiatives would greatly benefit from inclusive design as well and says organizations should implement multimodal learning strategies for training purposes.
Identify the unique needs of neurodivergent employees:
“Ask neuroinclusive questions (such as about communication preferences) to create neuroinclusive policies,” says Marlowe.
Engaging neurodivergent employees in conversations about their needs and preferences can ensure policies and practices are genuinely inclusive.
Suggs adds, “Organizations should also offer options like remote working, flexible hours, and part-time schedules to accommodate different working styles and needs. Recognize that even the most accessible workplace environments may still not compare to the comfort of home environments tailored to individual needs.”
Different recommends leveraging “work with me” guides as a consistent practice for all employees to systematize the gathering of this information. These guides are a great tool for fostering greater collaboration, communication and cohesion within teams.
Provide tailored mental health resources:
Neurodivergent individuals are more likely to experience anxiety, depression, and other mental health issues, often exacerbated by microaggressions, harassment, and discrimination in the workplace.
“More and more organizations are offering on-site therapists trained in neurodivergence and providing managers with tailored training around supporting their neurodivergent team members. These resources can be instrumental in supporting neurodivergent employees' success,” says Suggs.
“Promote a healthy work-life balance and be aware of the unconscious bias that might build up around those who do/don't participate in optional bonding events,” adds Stone, highlighting an often overlooked bias that can arise in relation to how employees choose to engage with their peers.
The wrap-up
Cultivating a neurodivergent inclusive workplace requires intentional effort and a commitment to understanding and meeting the unique needs of neurodivergent employees. By adopting some of the strategies shared above, organizations can create environments where all employees thrive and business priorities gain traction. As HR, People, and DEI leaders, you have the power to drive this change within your teams.
For more insights and strategies on creating inclusive workplaces, stay tuned for more weekly insights at Different every Friday.
Different aims to lead the conversation on creating inclusive, equitable workplaces where every employee has the opportunity to thrive. Learn more about how we can support your organization in its learning and development, strategy and implementation efforts with our innovative strategic solutions.
