In recent years, the concept of neurodiversity has gained significant traction, underscoring the importance of recognizing and valuing the diverse neurological makeups of individuals. Neurodiversity refers to the variety of ways in which the human brain can function. As workplaces strive to become more inclusive, understanding neurodiversity and responding thoughtfully as a leader is crucial for fostering an environment where all employees can thrive.
What is Neurodiversity?
Coined in 1998 by sociologist Judy Singer, the term neurodiversity means that people naturally differ in terms of how they think, understand information, interact, and communicate with others. It challenges the notion of a “normal” brain and instead embraces the spectrum of cognitive functioning. Conditions commonly associated with neurodiversity include:
- Autism Spectrum Disorder (ASD): A developmental disorder affecting communication, behavior, and social interactions.
- Attention Deficit Hyperactivity Disorder (ADHD): A condition characterized by inattention, hyperactivity, and impulsiveness.
- Dyslexia: A learning disorder affecting reading and writing skills.
- Dyspraxia: A condition affecting physical coordination and movement.
- Tourette’s Syndrome
- Obsessive Compulsive Disorder (OCD)
- Bipolar Disorder
- Highly Sensitive Person (HSP)
Understanding Neurodivergent Employees
Studies show that neurodivergent individuals have significant potential to be highly engaged and productive employees. However, barriers to their employment persist. According to the most recent Canadian Survey on Disability, only 33 percent of adults on the autism spectrum reported being employed in 2017.
In a study conducted by the Future Skills Center, funded by the Government of Canada, 40 one-on-one interviews were conducted with 25 neurodivergent workers and 15 employers of neurodivergent workers. This research explored best practices for building and supporting a neurodiverse workforce. One significant finding was the fear of disclosure as a substantial barrier in the workplace. Half of the neurodivergent employees surveyed expressed concern that informing their employers about their neurodiversity status might limit their career progression opportunities or result in other negative repercussions, such as being perceived differently in the workplace. These findings suggest that many neurodivergent employees don’t feel comfortable sharing their neurodiversity status in the workplace.
However, a recent report by Deloitte indicated that “teams with neurodivergent professionals in some roles can be 30% more productive than those without them. This is likely because of neurodiverse employees’ unique skills and cognitive abilities, allowing them to solve problems and approach tasks differently than their team members.”
Creating a Neuro-Inclusive Culture
As the number of neurodivergent individuals in the workforce continues to increase, every organization must ensure its environment is conducive to all employees. A neuro-inclusive culture and comprehensive support system boost team morale, create a sense of community and belonging, and encourage diversity of thought, creative approaches to work tasks, and new innovations. However, many organizations are hesitant or resistant to hiring neurodiverse talent.
A recent article in the Harvard Business Review states, “many people with neurological conditions, such as autism spectrum disorder and dyslexia, have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.” Companies that have reformed their HR processes to accommodate neurodiverse talent are seeing productivity gains, improved work quality, boosts in innovative capabilities, and increased employee engagement.
Accommodating Neurodivergent Job Candidates
Accommodating neurodiverse job candidates in the recruitment and selection process involves creating an inclusive environment that recognizes and values the unique skills and perspectives these candidates bring. Here are some suggestions for a more inclusive process of neurodiverse candidates.
Job Description and Advertisement
- Use straightforward language to describe job requirements and responsibilities. Avoid jargon and overly complex terminology.
Application Process
- Allow candidates to submit their application via different methods (e.g., video submissions, audio recordings) if writing is a challenge.
Communication
- Provide clear, step-by-step instructions for each stage of the application process.
Interview Process
- Send detailed information about the interview format, location, and what to expect. Include a clear agenda.
- Offer different types of interviews (e.g., one-on-one, panel) and allow candidates to choose their preferred format.
- Minimize potential sensory overload by choosing quiet, well-lit rooms and scheduling interviews at times when the environment is less busy.
- Offer to send the questions for the interview in advance or allow additional time for responses.
Training for Hiring Managers
- Provide training for hiring managers and interviewers on neurodiversity and inclusive hiring practices.
- Educate staff on unconscious biases and how to mitigate them during the recruitment process.
Supporting Neurodivergent Employees
As people managers, implementing the appropriate supports can be challenging without a clear understanding of the many facets of neurodiversity. More than 90 percent of participants in the Future Skills interviews agreed that managers would benefit from tools, training, and supports to assist them in their day-to-day management and communication with neurodivergent employees. However, when asked whether managers in their organization are currently provided with any tools, training, or supports, over 80 percent of respondents either answered “no” or were unsure about the supports that exist.
Leveraging Flexibility to Create Inclusive Workplaces
When asked about the types of workplaces supports that might be helpful, many neurodivergent employees emphasized the importance of offering flexibility in work location and scheduling. While employees in general may benefit from flexibility, neurodivergent individuals can especially benefit because they are more likely to be affected by office distractions like noise and social interactions that can lead to sensory overstimulation and limit productivity.
Neurodiversity Inclusion in the Workplace
Implementing a Neurodiversity Strategy:
- Start With Awareness Training: Educate all employees about neurodiversity and its benefits.
- Find Alternatives to Traditional Hiring Processes: Develop hiring practices that recognize the unique strengths of neurodiverse candidates.
- Develop Flexible Accommodation Processes: Create policies that allow for personalized accommodations.
Supporting your neurodivergent employees means equipping your leaders with the tools to understand neurodevelopment differences, foster empathy, and normalize conversations around them to combat stigma. There are several ways to cultivate a neurodiverse-friendly workplace, including these proven strategies:
- Avoid assumptions—instead, take the time to discuss each employee’s individual preferences, needs, and goals.
- Communicate and acknowledge expectations regarding work performance and workplace etiquette.
- Offer customized task management tools to help employees complete work and achieve performance goals.
- Establish structure and consistency in daily routines, providing advanced notice of changes.
- To accommodate unique needs, provide flexible workspaces and environments, such as managing sound and light.
- Use inclusive language that promotes understanding and respect. Above all, practice kindness, patience, and empathy in all interactions.
By fostering a supportive and inclusive environment, organizations can unlock the full potential of their neurodiverse workforce, leading to greater innovation, productivity, and overall success. Embracing neurodiversity is not just a moral imperative; it’s a strategic advantage that can transform the way we work and grow.
References:
Austin, R. D., & Pisano, G. P. (2017, May). Neurodiversity as a competitive advantage. Harvard Business Review. https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
Fisse, D. (2024, April 22). Neurodivergent employees boost productivity and innovation in the workplace. Spring Health. https://www.springhealth.com/blog/neurodivergent-employees-boost-productivity-innovation
Future Skills Centre. (2022, November). Neurodiversity in the workplace. https://fsc-ccf.ca/wp-content/uploads/2022/11/Neurodiversity-in-the-Workplace.pdf
About the Author
