What is neurodiversity?

While many brains develop similarly, everyone’s brain functions uniquely. Neurodivergent people may process information differently from what is often called neurotypical. These differences can bring distinct strengths and challenges. Neurodivergent individuals may have conditions like ADHD or dyslexia, but they may also excel in areas such as memory retention, visualizing objects in 3D or solving complex problems mentally. Embracing these differences helps us understand how people think and contribute to the world.

What neurodiversity can look like

Neurodivergent individuals may experience one or more conditions commonly associated with neurodiversity. However, since no strict medical definitions exist, other conditions could also be considered part of this category. It’s also important to remember that some individuals with these conditions may not identify as neurodivergent. Here are a few conditions often linked to neurodiversity:

• Attention-deficit hyperactivity disorder (ADHD)
• Autism spectrum disorder (including what was previously called Asperger’s syndrome)
• Dyslexia (difficulty with reading)
• Dyscalculia (difficulty with math)
• Dysgraphia (difficulty with writing)
• Dyspraxia (difficulty with coordination)
• Sensory processing disorders
• Tourette syndrome
• Social anxiety
• Mental health conditions such as obsessive-compulsive disorder (OCD) or bipolar disorder
• Intellectual disabilities (cognitive and social challenges)
• Post-Traumatic Stress Disorder (PTSD)
• Down syndrome
• Selective mutism
• Nonverbal learning disabilities

Neurodiversity in the workplace

Neurodiversity in the workplace means appreciating and valuing the different ways people think, learn and approach tasks. It acknowledges that these differences—whether related to learning styles, communication or problem-solving—are strengths rather than challenges. By embracing these differences, workplaces can create an environment that shows appreciation for everyone’s abilities, leading to greater creativity, innovation and inclusivity.

Benefits of neurodiversity in the workplace

A neurodiverse workplace can benefit in various ways, including:

• Innovation: Neurodivergent employees often bring fresh, out-of-the-box thinking that can lead to creative solutions.
• Productivity: Employers can increase productivity when employees work in ways that accommodate their strengths.
• Team diversity: A more diverse team can mean more varied ideas and approaches, strengthening the group.
• Problem solving: Neurodivergent employees approach challenges in new ways, often finding solutions others may not think of.
• Customer relations: A varied workforce can help businesses understand and meet more customers’ needs.
• Employee engagement: Inclusive workplaces that support neurodiversity create a positive atmosphere, leading to happier, more engaged employees.
• Lower turnover : By recognizing individual strengths and offering support, employees are more likely to feel satisfied and stay with your company longer.
• Better reputation: Companies that support neurodiversity build a forward-thinking reputation, attracting top talent and clients.
• Larger talent pool: Embracing neurodiversity welcomes skilled candidates you might otherwise overlook.
• Focus on strengths: Neurodivergent individuals often excel in pattern recognition, data analysis or attention to detail, enhancing team performance.

What an employer can do to make the workplace inclusive

Consider the following strategies to make your organization more inclusive:

Improve your hiring practices

Employers can enhance their hiring practices to better support neurodivergent individuals in several ways:

• Inclusive job descriptions: Use clear, straightforward language in job postings. Skip the jargon and acronyms and focus on the skills that matter without assuming social or teamwork abilities.
• Alternative assessments: Instead of standard interviews, try work samples or role-playing exercises to evaluate candidates’ strengths in a way that suits them.
• Interview accommodations: Offer flexibility by allowing extra time, a quiet interview space or the option for candidates to bring someone for support.
• Partner with NGOs: Collaborating with these organizations can provide valuable training, job placement help, and advocacy to better understand and support neurodivergent candidates.

Provide reasonable accommodations for neurodivergent employees

Employers can create an inclusive work environment by providing accommodations that help neurodivergent individuals excel in their roles without compromising their work quality. Some helpful options include noise-cancelling headphones, quiet workspaces, adjustable lighting and additional task time. Providing areas for relaxation, remote work options, flexible hours and extra breaks can also contribute to a comfortable and structured setting that meets diverse needs. Try to tailor accommodations to each person, as what works well for one individual may not suit another.

Design employee benefits with neurodivergent needs in mind

When detailing employee benefits, include options that cater to neurodivergent individuals. Consider offering flexible work hours to accommodate various work styles. Providing adjustable desks and specialized software can enhance comfort and boost productivity. Offering mental health resources and allowing time off for mental health reasons can ensure employees have access to support options.

Use clear and direct communication

Ask straightforward, literal questions and expect clear, direct answers. Avoid vague or open-ended questions and instead focus on the job requirements and the candidate’s qualifications. For casual parts of the interview, replace broad questions like Tell us about yourself with more specific ones, such as What is your favourite hobby? Encourage open discussions about preferred communication methods and any potential challenges.

Some neurodivergent individuals may need more time to process information or prefer written communication to verbal communication. Create an environment where employees feel comfortable sharing their needs and offer accommodations like written meeting summaries or visual aids to help with understanding. Here are some best practices to consider:

• Avoid sarcasm, as it may be confusing for neurodivergent individuals.
• Be specific when explaining tasks and expectations, and consider breaking assignments into smaller, more manageable steps.
• Provide clear feedback, as some may find it difficult to interpret facial expressions or tone.
• Be patient, allowing employees time to express their needs, and be ready to repeat or clarify when needed.

Eliminate unconscious bias

Hiring bias can happen even in organizations prioritizing inclusivity, as we all tend to carry unconscious biases we may not recognize. If left unaddressed, these biases can unintentionally affect decision-making. One effective solution is anonymous shortlisting. This method removes personal details from resumes, allowing employers to focus solely on skills and qualifications. By evaluating candidates based on their abilities and potential rather than personal information, this approach promotes inclusivity and empowers candidates to control how they present themselves.

Leadership and staff training

Your leaders generally require a strong understanding of neurodiversity to manage better and support neurodivergent employees. When these employees feel that leadership understands their challenges, they tend to be more engaged, productive and invested in the company’s success. You can also provide training workshops that educate your entire team about neurodiversity, focusing on the strengths and challenges neurodivergent individuals may face. Regularly update these programs to reflect new insights and approaches to inclusion. For example, many neurodivergent employees prefer written communication, such as emails or messages, over in-person or phone conversations.

Create a neurodivergent-affirming culture

Neurodivergent employees typically need to feel comfortable and trust leadership to fully engage in the workplace. It takes even more trust for them to feel safe enough to share their neurodivergent status with HR, and many choose to keep it private. A supportive and inclusive culture can help these individuals feel visible and encouraged to succeed, even without the need for formal accommodations. HR leaders can build a stronger, more inclusive environment by understanding and supporting neurodiversity in all its forms. This approach can support neurodivergent employees and promote team innovation, creativity and morale.

Encouraging open conversations about neurodiversity can help reduce negative feelings. When neurodiversity becomes a topic that employees can adopt, HR leaders can better understand how neurodivergent employees work. Consistently leading with empathy and understanding in personal discussions can help support employees with the care they need to succeed.

Building an inclusive workplace that supports neurodiversity can boost employee satisfaction and strengthen company performance. With understanding and acceptance, organizations can create a space where all employees can thrive and bring their strengths to the team.