What is neurodiversity?
Neurodiversity is a term belonging to the DEI ideology that encompasses the diversity of human brains. Some individuals function differently, which can affect their way of communicating, socializing, perceiving, and understanding things (we’re wondering if there are any people who AREN’T different… another subject, another debate). Described more scientifically, this reality includes people with autism spectrum disorders (ASD), attention deficit disorder with or without hyperactivity (AD[H]D), dyslexia, dyscalculia, or dyspraxia, giftedness, hypersensitivity, as well as mental illnesses such as chronic depression, bipolar disorder, anxiety, etc. Even asking tons of questions may be a sign of neurodiversity. As you can see, this concept is very broad.
As a company, you have to consider neurodiversity in every aspect of your organizational methodology, so it’s important to deploy the right resources and tools to support your neurodivergent employees. Workplaces are often designed for neurotypical people (or the model according to which you defined the normal, even ideal human), which can make life difficult for neurodivergent individuals. Noisy and overstimulating environments, high social demands, and pressure to adapt quickly to change can all be challenges for your employees affected by the profiles mentioned above.
However, there are measures that organizations can take to support neurodiversity in the workplace. Here are a few of them:
Normalize differences
Talk about it in your internal manifesto, name the means that you have implemented within your company, instill an open culture where neurodivergent people feel at ease communicating their needs, and shine a light on all they bring.
Take the time to recognize any type of positive contribution, any way that moves your company forward. One thing is certain: you have to walk the talk. If you promise measures or conditions that are not actually incorporated into the functioning of your company, both in the short and long term, your employees will notice it, and this could lead to frustrations on their part toward your organization. The employee experience can be felt as much in the promises as in their execution. And this is too sensitive a subject to do things by halves. Be bold; don’t deprive yourself of any talent just because it doesn’t match the norm.
Make your workplace a place for everyone
The adjustments may seem minimal, but their impacts can greatly improve the performance and well-being of both neurodivergent and neurotypical people.
Let’s start with workplaces. Here, we’re talking about imagining spaces dedicated to tranquillity, such as small, hushed lounges, retreat hubs where conversations don’t overlap, all to promote concentration. External stimulations can be performance channels: for some, the zeal of colleagues, impromptu interventions, and informal discussions are some of the advantages of being at the office, but for others, they are real issues affecting productivity.
Hybrid mode may seem like an obvious solution since people can choose when and if they want to come to the office. Even remote meetings can be challenging, so we suggest offering the option to those who need it to close their webcam. Being seen by colleagues can cause stress, even if videoconference discussions seem more productive. It’s beneficial to offer this freedom to avoid painful situations for your neurodivergent employees. Think of a telephone conversation: the information reaches the other person just as well as in video meetings. Everyone has good ideas, so it’s good to allow everyone to express themselves easily, regardless of their disposition.
The same goes for flexibility: when it’s possible to offer malleable schedules, offer them! Each day isn’t the same as the last one, so offer staff the option to adjust their hours according to their well-being. Providing this type of measure is beneficial for both them and you.
The weight of words
What you say and how you say it matters. Words carry a history within them that goes beyond their current meaning, and even if you believe them to be innocent, for some, they can become agents of stigmatization.
What do we mean?
Although certain terms are used casually and without the intention to cause harm, they can help perpetuate a subtle stigma with respect to mental health. This can send mixed messages, while you want your organization to promote an overall message of support.
Discussing these problems doesn’t have to lead to excessive surveillance. It can simply be a caring, voluntary, and inclusive step toward a stigma-free workplace.
If a member of your staff says something about this, welcome the comment. Open the discussion and see how, as an organization, you can learn to evolve within the language to be more inclusive. A training on compassionate communication always has its place!
From day one
The positive experience of each person within your organization, or even from the first contact, whether they are candidates being interviewed, newly hired interns, or your most senior employees, starts from the first day. Be sure to make arrangements for evaluations and interviews according to the restrictive issues of each person. Make the job offer and welcome documents accessible in terms of the language, and the integration days not too busy and/or stimulating. You can jump ahead in the wake of hirings and get carried away with the arrival of new colleagues; that said, it can be stifling to receive so much information so quickly.
It’s crucial to ensure that all members of your team are informed of the existence of several people or even a committee to be contacted confidentially using different communication styles, such as calls, anonymous communication channels, emails, etc. Encourage your support contacts to approach challenges by adopting a collaborative strategy, rather than seeking to impose a solution.
Essentially, providing programs and resources that allow everyone to work and at their own pace, whatever their work style, while keeping in mind the need to respect deliverables, is the key to well-being!
In short, it’s easy to feel helpless and not know where to start, since there are multiple paths that can be taken. How do you know which one to take to ensure a perfect methodology? The answer: there is no single, simple solution for every organization. You have to start by engaging in collaborative exchanges with your employees. Get to know them and survey them to find out what they are going through right now within your company. Your staff is in the best position to guide you.
Organizations that embrace neurodiversity in their culture stand to benefit by adapting and leveraging the unique skills and perspectives of each person, regardless of their reality. With respect to DEI, a company that is attentive to everyone’s needs is a company that shows openness and humanity. These are arrows in your bow in terms of retaining, attracting, and mobilizing your current and future employees. An employee who feels good creates a company that prospers.
https://business.calm.com/resources/blog/mental-wellness-neurodiversity-workplace/
https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
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