Enhancing The Workplace With Neurodiversity

How to create an employee experience that empowers everyone

 
Everyone is wired differently - we are all the products of our upbringing, our experiences, and our nature. It is our differences and diversity that make us unique and our teams and organizations stronger. However, there are often some underrepresented groups in the workforce when we talk about diversity, including neurodiverse employees.

Untapped Talent

The stats can make for difficult reading: as many as 80% of neurodiverse adults in the U.S. are unemployed. That is a lot of highly skilled potential talent that employers are missing out on that we are not talking about enough — especially when so many organizations are addressing other inequalities in the workplace, such as gender parity, lesbian, gay, bisexual, transgender, queer, asexual (LGBTQ+) and race inclusion. 

There is a larger focus, and systems being set up, to create more inclusive environments. Extending these to include the neurodiverse workforce does not have to be a heavy lift or new project for organizations.
 
A fifth of the global population is considered to be neurodiverse, so you likely have neurodivergent employees already working for you. However, for one reason or another, they have not identified themselves as such yet. 

Unique Strengths

Indeed, some adults can go years without knowing or confirming they are neurodiverse. However, understanding the differences in the way your brain works allows you to strategize on what you need to be successful, hopefully allowing you to find ways to tap into the unique strengths you offer. 

As employers, creating an inclusive, safe space, where employees can celebrate and explore all of their differences, can unlock new opportunities for innovation, problem-solving, and ideation. Research shows that neurodiverse individuals often have special capabilities or skills in things like mathematics, being detail-oriented, pattern recognition, creativity, and exceptional memory. 
 
As a neurodiverse person myself, I can categorically say that my attention deficit hyperactivity disorder (ADHD) has given me the ability to do both deep and creative work and solve complex problems — as long as my work environment is set up to support that.

Adapting to All Needs

Like all employees, help, understanding and support need to be tailored to each individual to get the best work from them. Leading a large team AND being neurodiverse, I know first-hand that it is easier said than done. 
 
Sometimes we do not set up people for success from the start. The interview process itself can be biased in many ways and deter diverse candidates. Some neurodiverse candidates may not interview well. For example, they may struggle to think quickly on the spot, display a lack of eye contact or provide over-honesty about their weaknesses. 

Adapting your hiring process can open the door to all sorts of interesting and qualified candidates. In an ideal world, basing your hiring and performance decisions on skills data will remove bias from your hiring, internal mobility, upskilling, and remuneration processes. You can also consider pre-recorded video, written answers, flexibility in scheduling, and the ability to bring an advocate to take some of the pressure off of candidates who may not best display their skills and abilities in traditional interview formats. 
 
Of course, once you have hired a neurodiverse candidate, you need to support them to achieve their goals and be happy and engaged at work. Some employers get stuck when you mention accommodations such as flexible working hours, remote or hybrid options, or even the ability to wear headphones in the office. Neurodiverse individuals may have physical or verbal actions that can draw attention to their neurodiversity, like Tourettes or stimming. Many accommodations are manageable and also require a little bit of understanding and flexibility. 
 
It also is not a one-size-fits-all approach. As Dr. Stephen Shore, an autism advocate who is on the spectrum, explains, "If you've met one person with autism, you've met one person with autism."

Managers Are Key to Inclusivity

That is why managers play a critical role in creating the best environment for their teams, neurodiverse or not. They are closest to each team member and should feel empowered to advocate for the schedule and accommodations needed for each individual. Equip your managers with the right knowledge and skills to coach, advocate for, mentor, and develop their people. 
 
A ‘user manual’ for each team member can help colleagues understand how to work effectively with each person. First coined by Adam Bryant in the New York Times, these personal manuals are becoming more popular in workplaces, especially with the rise of hybrid work. These manuals can be as detailed as needed, covering everything from schedules to communication preferences, how to deliver feedback, passions, and fun facts. They are a great way for a team to get to know each other more deeply.
 
Talking about their needs can be more challenging for neurodiverse people, who can sometimes miss the social cues and nuances needed to build strong working relationships and advocate for themselves. Managers can help bridge this by being mindful of the needs of their direct reports and teaching them the best ways in the company to share wins, needs, and other opportunities for connection. For example, there might be a company Slack or Teams channel where exciting project results can be shared. Apps like Donut and HeyTaco can encourage informal conversations between different teams. 

Offering Personal Learning Experiences

Learning and development is another key area where you can support team members. Again, this will look different for everyone depending on their learning style and other commitments. Having an open, honest dialogue about what learning and career development opportunities are available will encourage people to constantly think about how they can grow. 

Personalizing learning will enable neurodiverse employees to take the lead on their own development and  engage with content formats that suit them best. This may be written pieces or videos, or it could involve cohort learning. Because everyone is different, it is crucial to have a range of options on offer. 
 
One thing called out, in particular, for some neurodiverse employees is the need for support around social aspects of the workplace. Having learning pathways on offer to build skills in team communication and collaboration can help employees feel more confident in navigating some of the nuances of the workplace. The same applies to mentors and coaches, who can offer guidance, help employees to set goals, and push them to go for opportunities they otherwise might not feel comfortable applying for. 

The Best For Everyone

Supporting all employees to achieve their potential in an environment that suits their needs, commitments, and working style really is a no-brainer. It gets the best out of everyone, removing any friction that otherwise distracts them from their work. Of course, this has the added bonus of creating a truly inclusive workplace. That does not exclude anyone based on their gender, ethnicity, socioeconomic background, sexuality, or neurodiversity. 

Sarah Danzl is Chief Marketing Officer at Skillable.