Use them to help others better understand and harness their strengths in life-enhancing ways. I recommend this book to anybody seeking to understand the experience of sensory processing sensitivity and how small accommodations can make a huge difference. This should be available in every HR department as a staff learning and development http://articlesss.com/how-analysis-of-strategy-consulting-can-get-you-a-business-consulting-job/ resource. The author focuses on the four most common neurodivergent identities that I’ve also covered above. This is essential reading if you want to understand the sociological and historical origins of the neurodiversity movement.
It is creating the space to begin developing understanding, confidence and practical approaches that can grow over time. Our Understanding neurodiversity in the workplace course is designed for employers, managers, HR professionals and workplace teams who want to strengthen their understanding of neurodivergence in professional settings. As organisations develop their understanding further, many begin focusing on how neurodiversity relates specifically to workplace practice and employee experience. For many organisations, the most important first step is creating a shared foundational understanding. “Our autistic employees achieve, on average, 48% to 140% more work than their typical colleagues, depending on the roles.
And when designing any program, it is important to involve neurodivergent team members in the process and ensure that inputs from potential recipients of the program are incorporated. When formulating policies for neurodiversity, organizations could consider targets for hiring neurodivergent talent, developed in consultation with legal counsel, in addition to common diversity headcount targets. Many organizations may not have specific organizational policies to support neurodivergent professionals, as they do for other minority groups (gender, race, ethnicity, etc.).
Why hire neurodivergent workers?
One of the reasons organisations can feel uncertain about where to begin is because different people require different kinds of support and knowledge. Many organisations are recognising that inclusion is not separate from organisational performance – it contributes to it. But organisations are also increasingly recognising the wider operational and organisational benefits. HR teams may recognise gaps in recruitment processes but feel unsure how to adapt them practically and consistently.
Dyspraxia, also known as developmental coordination disorder, primarily affects motor skills and coordination but also other aspects of executive functioning (Aherne, 2023). However, a neuroinclusive description of the ADHD neurotype refers to differences in executive functioning, including working memory, cognitive processing, self-regulation, sensory processing, attention, and inhibitory control (Aherne, 2023). The video below by autistic https://alliancetac.com/human-resources-resources/article-five-employee-retention-mistakes-employers-are-making-now artist and vlogger Courtney Mermaid describes her lived experience of self-diagnosis prior to seeking a formal assessment. As awareness grows of the different ways autism presents in girls and women and assessment instruments become more nuanced, many women have started seeking diagnoses (Nerenberg, 2020). People with autism may also have differences in attention, interests, and how they learn.
For example, by raising awareness of neurodiversity through training and events. Jem shares with their team that they’re autistic. Kennedy Krieger Institute defines neurodiversity as a broad range of neurologic differences that endow an individual with unique skills, abilities and perspectives. Examples of neurodiversity at work include employees with ADHD, autism, dyslexia, and other neurological variations.
- Ethical employers who are serious about promoting diversity and inclusion in the workplace would be advised to take note and adjust their communication practices and work environment accordingly.
- SPS is common in women who are autistic, have ADHD, have sensory processing disorder, or are highly sensitive.
- A lack of awareness about this kind of diversity could result in colleagues, managers, or other professional collaborators not understanding the unique requirements of this population of workers.
- However, awareness alone does not always translate into confidence.
- For example, Sasha is autistic and works in a bar.
- Research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.
Your Strategic Neuroinclusion Partner
Embracing and respecting such differences supports equity, diversity and inclusion in the workplace, at home and in the community. Employees who are unengaged with their team leaders cannot attribute this to remote or hybrid work. Save my name, email, and website in this browser for the next time I comment. Managing neurodivergent employees involves providing clear communication, flexible work environments, and tailored support. Ethical employers who are serious about promoting diversity and inclusion in the workplace would be advised to take note and adjust their communication practices and work environment accordingly.
Building What’s Next: Key Insights & Opportunities from the 2026 Disability:IN Global Conference
As neurodivergent professionals become experienced in their roles, they could evolve as mentors or coaches and pay it forward to other neurodivergent professionals in the organization. In addition to mentors, work buddies and trusted peers who make the effort to understand the individual and provide long-term commitment can help neurodivergent professionals feel more empowered. A mentor can be an advocate for the professional, playing an active role in creating opportunities and, over time, could empower the individual to build relationships and create other professional allies across the organization. Though not without the potential for bias, it can also help the employer potentially find a better match for open roles than is possible through the traditional CV screening process and also speed up the screening of applications. For example, an individual we interviewed shared how his team is consciously hiring from design schools for consulting roles to encourage diversity of thought and unconventional approaches. A lack of awareness about this kind of diversity could result in colleagues, managers, or other professional collaborators not understanding the unique requirements of this population of workers.
To help employers, managers, and HR professionals out, we’ve created this special article on neurodiversity in the workplace. Fairness and inclusion in the workplace also provide a sense of psychological safety for all employees, which helps them thrive at work. Promoting diversity, equity, and inclusion (DEI) in https://caritasehed.org/event-booking-firms-you-can-use-online.html the workplace is a priority for ethical employers who want to optimize productivity and leverage the full potential of their workforce.
This combination creates a unique experience that’s different from having just one condition. Autism might mean Alex prefers routines, finds social situations challenging, and is very focused on details. This is sometimes called ‘co-occurring conditions’. It’s common for someone to have more than one type of neurodivergence.
