Championing Neurodiversity in the Workplace 

How Companies Can Embrace Neurodiversity

Embracing neurodiversity in the workplace helps to foster an inclusive workplace environment where all employees feel psychologically safe. By providing opportunities and the right environment for neurodivergent employees to shine, workplaces can empower a more supportive, inclusive and diverse employee base. 

What is neurodivergence and neurodiversity? 

In 1998, Australian Sociologist Judy Singer developed the term neurodiversity to document the emergence of a new “disability and social movement”. Singer modelled the term on the word biodiversity, which refers to the range of species and life in an ecosystem. In the same way that biodiversity is essential for thriving ecosystems, neurodiversity is essential for cultural stability. 

Neurodiversity refers to a community, such as a group or an organisation that is inclusive and empowers everyone, including people with a variety of different ways of thinking, processing and learning. As Spring Health explains, a neurodiverse group encompasses both neurodivergent and neurotypical individuals. 

Neurodivergent is a term used to describe individuals whose brains process, learn, or behave differently to what is considered ‘typical’, or ‘neurotypical’. As an umbrella term, neurodivergence includes individuals who have conditions that alter their cognitive function, such as attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, autism and obsessive compulsive disorder (OCD). 

Fostering a neurodiversity in the workplace 

Pamela Furr, the co-founder of Puzzle Box Academy, an experiential learning environment and the mother of a child with autism, urges employers to create open and safe environments where employees feel comfortable speaking up about their accommodations.

Pamela outlines important steps to embracing neurodiversity in the workplace. Providing support and training is a key step, ensuring that everyone has access to neurodiversity awareness training, support circles and discussion groups. Price Waterhouse Coopers, PwC, rolled out a neurodiversity interactive learning programme to all UK employees. The programme, called Great Minds (don’t think alike) explores the topic of neurodiversity and includes stories and experiences from PwC employees. The programme was designed to help build an understanding of neurodiversity and what it means to be neurodivergent. 

A key element to help foster an environment of inclusivity for neurodivergent employees is to accommodate their different needs. By asking employees what would assist them in performing their roles, or what would help them to feel more comfortable whilst working, will enable employers to provide equipment and tools to help a neurodivergent employee to thrive. For example, this might include providing noise cancelling headphones or providing a flexible work schedule. Additionally, having clear policies in place ensures that everyone can easily access and refer back to these when needed.

The Importance of Inclusive Recruitment 

The huge benefits of fostering a truly inclusive workplace are clear. However, many companies struggle at the hiring stage to attract neurodivergent candidates who could bring so much talent to the roles. Speak with Nikki Talent today about recommended recruitment practices and social enterprises that may assist with hiring more diverse candidates. By expanding your talent pool and recruitment search, employers can reach diverse candidates who will bring a wealth of talent, commitment and skills to your team. 

Conclusion

Championing neurodiversity in the workplace can be achieved by all companies. Through inclusive recruitment processes, training and policies, organisations can start to build truly diverse teams that can thrive.