Exploring Neurodiversity & 8 Ways to Foster a Neurodiverse Workplace – Part II
As we discussed in Part I of this blog post, neurodiversity is misunderstood in the workplace. CPR believes it's essential for small businesses to understand and embrace neurodiversity to enhance the workplace by creating a more inclusive work environment and attract talent. In Part II of this blog post, we'll explore strategies for creating a more neurodiverse workplace that can foster greater awareness and acceptance.
Strategies for Creating a Neurodiverse-Friendly Workplace
Every individual is unique, so it’s important to have open conversations and tailor accommodations to each person’s specific needs. So, what can small businesses do to foster greater awareness and acceptance of neurodiversity in the workplace? Here are 8 practical steps:
1.Provide Educational Opportunities: Provide training to employees and managers to raise awareness, dispel myths associated with neurodiversity, and share the challenges faced by neurodivergent individuals. Some effective methods are:
Organize workshops and invite experts to educate and help employees learn how to support neurodivergent colleagues. CPR can provide this service or can help rally the best experts.
Provide resources like books, articles, and videos for ongoing, self-paced learning opportunities. CPR believes that the best sources for neurodiversity are Job Accommodation Network (JAN) and Employer Assistance and Resource Network on Disability Inclusion (EARN)
Encourage open discussions to address misconceptions and help build empathy, but never ask someone up front if they are neurodiverse or put them on the spot to share their story after confiding in you.
2. Offer Flexible Work Arrangements: Many standard offices are not neurodivergent-friendly due to buzzing lights, increased background noise, variations of smells, interruptions, or expectations of small talk.
Offer flexible work arrangements, accommodations, and sensory-friendly spaces to support the needs of neurodivergent employees. This may include:
Flexible scheduling to accommodate different energy levels and focus times.
Remote work options to reduce sensory overload from office environments.
Modified break schedule recognizing that some may need more frequent breaks.
Quiet zones or private workspaces who need less stimulation.
Office layout to minimize distractions and create calm areas.
Adjustable lighting, including natural light options where possible.
Noise-canceling headphones for sound sensitivity.
Modified work tasks to accommodate strengths (so as the person is still performing the essential functions of the job).
Virtual meetings with cameras off to reduce stress and pressure.
Standing desks or alternative seating options.
Encourage open dialogue and communication about neurodiversity and create opportunities for neurodivergent individuals to share their experiences and perspectives with their colleagues.
3. Use Clear Communication: Use direct, concrete language in verbal and written communications. Break down complex tasks into smaller, manageable steps.
When providing instruction provide in written form alongside verbal ones. When providing feedback, do not leave space for ambiguity or inferences as this can be difficult for employees with neurodiversity to process. Establish clear channels for asking questions and encourage the practice of seeking clarification. To ensure this happens, you must create a culture where employees are open and feel comfortable discussing their needs and challenges.
4. Implement Structured Processes: Implement clear routines and expectations to reduce anxiety and confusion. Some ideas are:
Enlist the help of your team to develop standard operating procedures (SOPs) and document clear workflows for common tasks.
Use visual aids like flowcharts or checklists to support effective task completion.
Provide agendas in advance for meetings and try hard to stick to scheduled times.
Train managers to offer regular check-ins to ensure understanding and address any issues.
5. Focus on Strengths: Identify and leverage each employee’s unique strengths by focusing on employees’ strengths rather than trying to “fix” perceived weaknesses.
Assign tasks that align with individual abilities and interests that make sense to your business. Provide opportunities for skill development in areas of strength that align with the individual and business need. Leverage your performance management process to help identify employee strengths; see more about how to develop a performance management process in our previous blog post. All in all, recognize and celebrate diverse problem-solving approaches because there is not only one way to solve problems.
6. Provide Assistive Technology: Small businesses may balk at providing assistive technology to neurodiverse individuals due to cost.
According to a U.S. Department of Labor report, the median cost of an employee accommodation is $300, but most accommodations are free. This is a small investment when 85% of the time, you can retain a valued employee. To ensure all individuals within your organization can succeed, provide assistive technology, as needed, to include:
Offering screen reading software for those with dyslexia or visual processing difficulties. Providing speech-to-text tools for employees who struggle with writing.
Implementing project management software to help with organization and time management.
Allowing the use of fidget tools or stress balls to aid concentration.
7. Create a Culture of Inclusivity: Foster a culture of inclusivity and acceptance where all employees feel valued, respected, and supported.
Create a safe space for employees to discuss their needs without fear or judgement. A great way to encourage a safe space is to lead by example and share your story, if you are neurodivergent and/or ask those in leadership roles (if given permission) to share their story. Encourage open dialogue and communication about neurodiversity and create opportunities for neurodivergent individuals to share their experiences and perspectives with their colleagues. Create a mentorship or “buddy” program to help individuals integrate within your company and gain a sense of belonging. Regularly seek feedback on workplace accommodations and make adjustments as needed.
8. Develop Inclusive Policies: The Americans with Disability Act (ADA) prohibits discrimination against individuals with disabilities in businesses with 15 or more employees, including those with neurological conditions.
Review and update company policies and practices to ensure they are inclusive and supportive of neurodivergent individuals. Once a policy has been established, it’s time to move into action mode. Embrace diversity and inclusion as core values of your organization and demonstrate your commitment to supporting neurodivergent employees through your words and actions. Be sure to remove bias in organizational processes. This may involve revising recruitment and hiring practices, providing reasonable accommodations, and addressing any instances of discrimination. Help managers understand their role in helping their neurodivergent team members succeed.
Conclusion
By implementing these strategies, small businesses can create a more inclusive environment that not only supports neurodiverse employees but also enhances overall workplace productivity and innovation. Small business owners can unlock the full potential of their diverse workforce by the practical, actionable steps offered in the blog post.
Remember that the key is to remain flexible and open to individual needs, as what works for one person may not work for another. Regular communication and willingness to adapt are crucial in fostering a truly inclusive neurodiverse workplace. CPR can help you set the foundation for embracing neurodiversity as a strength and celebrating the unique talents and perspectives of all individuals.
Disclaimer: The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information.
