Supporting neurodiversity in the workplace

In times of business change, inclusivity and collaboration are the key to ensuring long-term success. The needs of neurodiverse individuals should be considered throughout the process to ensure productivity is supported rather than hindered. Change can be off-putting for some individuals, meaning conversations around business change and new systems should not be confined only to management teams, but instead raised as open discussions to the entire workplace to ensure that employees remain at the core of the programme.

Neurodiverse workers reportedly show  higher levels of focus, attention-to-detail and creativity. Businesses should harness such characteristics by welcoming new ideas and perspectives that might improve processes and identify areas for growth early on. Welcoming diversity of thought can provide the magic needed for successful transformation programmes. Accepting that a ‘one-size-fits-all’ approach can hamper progress, businesses can better tailor their methods for change management based on the individual talent and perspectives of those within the team.

Fostering a culture of open communication and support can ensure all workers feel comfortable raising concerns or requests for reasonable adjustments. By welcoming conversation around different ways of working, employers should be open to examining current processes to better support neurodiversity within their teams.

Informing and educating the entire workplace is a necessity for maintaining collaborative working across the board. Beyond management, a supportive, knowledgeable team who are willing to be considerate of neurodiversity is essential, both for wellbeing and productivity. Awareness can be communicated at all levels through training sessions, distribution of informative resources, and a consistent culture of openness where management welcomes ideas and is willing to explore new ways of working.

By actively encouraging neurodivergent individuals to share their experiences and ideas should they feel comfortable to do so, businesses can identify opportunities for effective reasonable adjustments to be made. This might include flexible working arrangements that help to consider hours of enhanced productivity, allocating tasks to better align with individual strengths, or investing in workplace adjustments such as separate booths for people who have sensory sensitivities.

Supporting cognitive diversity in the workforce can help create happier and more productive teams overall. When management embraces the benefits of neurodiversity in the workforce, its potential to act as a catalyst for positive change can be better supported. Businesses should celebrate neurodiversity from the top down, allowing it to filter through all levels of the workplace to create a truly neuroinclusive environment that welcomes diverse perspectives. Successful business change also requires people change, and consideration of how each step of the process can positively impact workers in the long-term will pave the way for business success.