Understanding and Valuing Neurodiversity in the Workplace

In 2022 I facilitated a training, “Understanding & Valuing Neurodiversity,” that deepened our understanding of neurodiversity and expanded our view of “normal.” Not only did we learn to appreciate that everyone learns differently, we discovered how to reduce the stigmas surrounding our variances in learning and thinking. However, the key take-away was realizing how we could create a more accepting, inclusive environment to empower all team members to thrive!

What is neurodiversity? Basically, a neurodivergent person thinks, and learns, differently than the majority (neurotypical). Neurodiversity includes a spectrum of conditions, like ADHD, anxiety, autism, bipolar disease, dyslexia, OCD, and many more.

Training created a safe space for employees to share stories about their beautiful and unique minds! They shared triggers, roadblocks, and how they can thrive as a neurodivergent employee. Leaders also shared how they accommodate neurodivergent employees through communication and empathy.

There are many ways to create an inclusive culture for neurodiverse staff. A handful of ideas are outlined below.

• Job descriptions: Update descriptions so that requirements are clear and concise. Also, consider using different formats, such as video clips, to accompany text-heavy job descriptions
• Interviews: Be direct, limit hypothetical or abstract questions, and focus on skills during interviews.
• Performance evaluations: All employees should undergo evaluations, but more frequent feedback may be helpful to neurodiverse employees.
• Flexibility: Accommodations in workspaces and schedules, among others, can make a significant difference in ensuring positive, productive experiences for neurodiverse employees

Change starts with one person! Here are few ideas that anyone can employee to create a more inclusive culture:

• Listen to understand
• Ask questions and create genuine relationships
• Be patient; don’t be quick to judge
• Be ready and willing to accommodate
• Continue the conversation/educate others
• Foster a culture of empathy and openness
• Use of respectful, preferred language, and labels (ask, don’t assume)
• Leaders can avoid giving vague instructions and explain mistakes in private
• Communication is key
• Identify gifts and strengths
• Recognize that no two neurodivergent people are the same

Let’s leverage neurodiverse strengths by being accommodating, without belittling any challenges an individual may face. Neurodiversity is a help – not a hindrance! Neurodivergent people have superpowers or gifts that are advantageous to the workforce, including but not limited to hyper-focus and creative.