Making way for neurodiverse people to thrive in your workplace

Inspiration

Key learnings...

Neurodivergence is when someone's brain processes learns and/or behaves differently from what is considered ‘typical.’
Neurodiversity is the simple fact that people have brains that function differently from one another.
Hiring, accommodating and retaining more neurodivergent employees gives both them and businesses a chance to flourish.
Use inclusive language, provide a range of interview types, offer remote working, and provide regular feedback.

It is estimated that one in seven people are neurodivergent. What does that mean for your business? Here, neurodiversity champion and Founder of Ayoa, Chris Griffiths, explains some terms and shares his advice on how you can support everyone in your business to thrive.

You might know or have probably heard of people who struggle to crack interviews even after having all the required knowledge about their industry.

An individual, despite possessing all the required information, struggles to present it well and shies away from displaying their talent, consequently losing the job.

Too often, the story ends with the opportunity going to someone who probably isn’t knowledgeable enough, but knows how to present themselves and their abilities well.

Often, it is suggested that a lack of confidence is to blame. Although in some instances this is true, it’s not always a case of low confidence.

There are various factors which can be at play, including the very common one of neurodiversity.

Is it right, then, to let go of a more deserving candidate based on an integral part of human diversity?

I wouldn’t think so.

"A monochromatic world isn’t pleasing to imagine, but as we all know, one full of numerous colours makes a beautiful place."

Chris Griffiths, Founder of Ayoa

Each colour brings along its own qualities, complements existing ones, and even helps create new ones. This richness which comes from diversity can be recreated in the workplace too if we embrace the concept of neurodiversity and welcome the different ways of thinking which it brings.

Understanding neurodiversity

Although many companies are slowly understanding the importance of including neurodiversity in their workforce, it’s still overlooked by the majority due to lack of knowledge. It’s therefore crucial to understand the concept and those relating to it.

Neurodiversity is not neurodivergence.

Neurodivergence is when someone's brain processes, learns, and/or behaves differently from what is considered ‘typical.’

Neurodiversity is the simple fact that people have brains that function differently from one another.

As a result, a neurodiverse environment consists of both, neurotypical and neurodivergent individuals.

The myths about neurodiversity in business

There’s a prevailing myth that neurodivergent individuals only do well in creative fields of work.

This misconception is just an extension of the fact that neurodivergent individuals see the world differently, easily find patterns and solutions that are ‘out of the box’.

While all of this is true, it doesn’t take away from the fact that neurodivergent individuals can flourish in other, more technical fields like finance as well.

For instance, neurodivergent individuals are capable of looking at things with a ‘bird’s eye view’. In an industry such as wealth management, this can enable them to keep track of a client’s accounts and areas of interest in ways which others might struggle with.

Creating a neurodiversity-friendly work environment

There are many ways that you can look after everyone in your business to create a neurodiversity-friendly culture. Click each heading to find out more:

Being neurodiversity-friendly from recruitment onwards

Communication is the foundation of any recruitment process – it sets expectations and gives insight into a company.

Employers should consider how different ways of communicating and the language they use when hiring can affect a person’s ability and decision to work in an organisation.

From the language used in the job description to the interview process, employers should ensure that their language is neuro-inclusive.

Beyond making mindful language choices, interviewers can also be trained on how to conduct interviews with neurodivergent individuals. Avoid open-ended and vague questions. Verbal as well as non-verbal answers should be considered.

Consider alternatives to traditional interviews, such as assessing candidates using practical work trials.

Practical tests can be more inclusive than verbal interviews and offer an opportunity for candidates to show what they excel at, rather than being concerned about fitting in with societal norms such as making eye contact while conversing.

By being mindful of the variety of candidates who will be searching for jobs, and not wavering from what your business truly requires from an employee, you can attract people from an untapped talent pool.

Remote and flexible working

The COVID-19 pandemic forced most of us to work remotely and while many found it difficult to get used to, some found it easier to work from the comfort of their homes.

For people with attention deficit hyperactivity disorder (ADHD) for example, it can allow them to avoid distractions of colleagues and focus more on the work at hand. For people with autism it presents an opportunity to avoid the sensory overwhelm of a commute. Dyslexic individuals can use text-to-speech software out loud without worrying about disrupting others.

It’s not just neurodivergent employees who can work better from home, though. A lot of neurotypical individuals have agreed that it has increased their productivity.

With everyone being different, if you can allow a flexible working environment – so that employees can decide what works best for them – you will often find that remote working can increase team productivity and morale.

Providing the right resources

Although we live in a traditionally neurotypical world and our systems are built with the majority in mind, the last two years offered an opportunity for that to be changed.

A big driver was that individuals became more reliant on technology and discovered the endless possibilities it offers to work in ways tailored to them.

With technology increasingly being at the centre of everything, it is important to ensure that employees are backed by updated and neurodiversity-friendly software.

When seeking to bring the positives of inclusive technology into the workplace, keeping the number of applications or software which employees must shuffle between in a day is a big consideration for neurodivergent individuals, who can have a tendency to favour familiarity.

A catch-all option is to use digital mind maps. Known for their versatility, mind maps can support numerous activities, from visually organising files to planning and running whole projects. Best of all, thanks to their visual and colourful nature, they align extremely well with neurodivergent minds.

Using enhanced digital mind mapping tools for carrying out everyday activities can make work easier and more comfortable – not just for neurodivergent staff, but also for neurotypical individuals.

Normalise discussing neurodiversity

Racial and gender inclusion is being discussed more often in organisations now. However, neurodiversity is often not considered.

Organisations should take steps to normalise talking about neurodiversity and the needs of their diverse employees.

Conducting events around Neurodiversity Celebration Week can be a great start to breaking stereotypes and spreading more awareness within companies. As with other awareness events, take care that conversations around neurodiversity don’t expire after a single week.

Neurodiversity is with us every day.

Encouraging employees to discuss neurodiversity and related needs can help colleagues better understand and work with one another, improve overall morale, and stop companies from losing the talented people they are looking for.

Regular communication and feedback

Each individual communicates differently. While some people prefer verbal communication, others find written communication more effective.

Some people might quickly grasp what you are meaning to say, while others might look for more details. This is heightened when you take into consideration neurological differences such as dyslexia which impacts reading, or ADHD and how it can affect focus.

It’s therefore really important to understand each employee's needs and to cater to them accordingly.

Just like neurotypical employees, neurodivergent ones are looking forward to building their skills and advancing in their careers as well.

Some managerial hallmarks of good communication practices to keep in mind when working with neurodiverse individuals is to:

Avoid vague or implied feedback, whether positive or negative
Ensure understanding by asking questions
Always clearly state what the next steps should be

Chris Griffiths is the author of ‘The Creative Thinking Handbook’ and Founder of ayoa.com

Next steps…

Read more about creating the right culture to help your employees thrive in our People Management Bundle.
Head to the Neurodiversity In Business website – a new business forum and industry group for organisations to share industry good practice on neurodiverse recruitment, retention and empowerment.
Get involved with Neurodiversity Celebration Week to help challenge stereotypes and misconceptions about neurological differences.