Neurodiversity in the workplace provides immense value to companies, offering new perspectives and a more adaptive and innovative culture. However, neurodivergent employees may require different career development supports than their neurotypical counterparts.
Comprehensive strategies that encompass recruitment, career development and everyday workplace interactions can help create an inclusive environment where all workers can thrive. To that end, 18 Forbes Human Resources Council members discuss practical strategies to value and support neurodivergent team members as they navigate their career paths.
1. Offer Sensitivity Training And Policies
Companies can foster a safe work environment for neurodiverse employees through awareness sessions and sensitivity training to help employees understand and respect differences and promote a supportive environment. The policies should be inclusive of discrimination and harassment towards these employees and there should be a feedback platform. Offer assistive technology and tailored training programs. – Saman Effendi, HRSG
2. Implement Mentorship Programs And Support Networks
Fostering a work culture that supports neurodiverse employees involves several strategies. Offer learning opportunities to all employees to increase awareness and understanding of neurodiversity. Implement mentorship programs and support networks that foster inclusivity. Provide opportunities for career development and advancement. – Thalia Rodriguez, Tase Creative Solutions
3. Provide A Person-First Approach
Embrace a person-first approach that recognizes intersectionality and values the diversity of minds as natural. Provide tailored accommodations, whether through adjustments to physical spaces or personalized strategies. Foster a culture where everyone has agency in working with their unique cognitive style, creating an inclusive environment where all employees can reach their full potential. – Karen Perham-Lippman, Otis Worldwide Corporation
4. Leverage AI For Flexible Learning And Working Options
Companies can create an inclusive environment for neurodiverse employees by leveraging AI to offer flexible learning and working options tailored to their unique needs. AI can power assistive technologies like text-to-speech, speech-to-text and predictive text software to enable work and adjust the difficulty level, format and pace of training based on an individual’s real-time performance data. – Albert Galarza, TELUS International
5. Begin With A Hands-On Interview And Support Process
Start at the beginning with a supportive, hands-on interview process. Once hired, next-level support must be ingrained in the company culture. Trained mentors, job coaches, employee resource groups, open dialogue and workplace accommodations provide resourceful avenues for neurodivergent employees to achieve career success. – Tammy Harper, CAI
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6. Look Past Labels And Embrace Individuality
This is about belonging and respect. Recognizing that each of your employee’s strengths and skill matrix, the current job and future career goals of each individual ensure inclusivity. Training managers to look past labels and understand how to elevate and embrace individuals and their impact on the business. – Julie Hankins, Epista
7. Demonstrate Inclusive Hiring Practices
Develop inclusive recruitment practices. Use clear, concise language in job descriptions and highlight a commitment to diversity and inclusion, offer alternatives to traditional interviews (skills assessments or work trials) which may better showcase the strengths of neurodiverse candidates and train hiring managers to recognize and mitigate biases during the recruitment process. – Britton Bloch, Navy Federal
8. Educate And Hold Managers Accountable
First, provide education to leaders and all employees on what neurodiversity is. Next, create and cultivate an inclusive work environment where all employees feel safe, welcome and respected for their differences. Third, create guidelines and workplace policies that protect neurodiverse employees from discrimination and inequity. Finally, hold all managers accountable for advocating for the neurodiverse. – Laci Loew
9. Be Flexible
Flexibility is a great start, with time, location, deliverables, expectations, everything. Work with employees to find out how they function best and in what ways your workplace can meet their needs, whether that’s shifted work hours, more remote time or otherwise. – Ursula Mead, InHerSight
10. Personalize Training For Diverse Learning Styles
Personalized training catering to individual learning styles is a big part of the answer. We now have striking data showing many neurodivergent employees feel their needs aren’t met by old-school, one-size-fits-all training formats. But when they work in supportive environments, remarkable ROI stories can follow. Today, modern learning platforms can enable economically tailored training at scale. – Graham Glass, CYPHER Learning
11. Create A Non-Traditional Performance Feedback Process
Companies can foster a work environment that values neurodiverse team members by creating a non-traditional performance feedback process that meets them “where they are at” in a psychologically safe environment. The traditional performance review process should be replaced with quarterly coaching sessions focused on: 1. leading self, 2. leading others and 3. leading business. – Jane Binzak, BAXIMUS Enterprises LLC
12. Establish Tailored Support Systems And Regular Check-Ins
To support neurodiverse employees, companies should create tailored support systems that address specific needs, such as flexible work schedules and individualized communication methods. Regular check-ins and accessible career development opportunities ensure continuous support and growth for neurodiverse talents. – Laura Spawn, Virtual Vocations, Inc.
13. Get To Know Employees Personally
There’s a growing need for companies to get to know employees at a personal level in order to provide the support and resources that promote individual success. For neurodiverse employees, that might involve alternate working conditions or additional training opportunities. Either way, companies must recognize employees as individuals and build paths that celebrate this rather than stymie it. – Caitlin MacGregor, Plum
14. Ask Directly How Needs Can Be Supported
A great way companies can foster a work environment that supports neurodiverse employees is by engaging directly with them in open conversations about how to best support their needs in the workplace. Doing so raises the necessary awareness leaders can leverage to empathize with their needs while also valuing their team contributions based on their unique perspectives, strengths and diversity. – Dr. Timothy J. Giardino
15. Differentiate Between Equality And Equity
Understanding the difference between equality and equity is a great place to start. Treating employees equitably is an acknowledgment that each individual has unique circumstances and needs, and allocates the appropriate resources to help them reach an equal outcome. It’s an equality of opportunity, rather than an equality of circumstance. – Alex Gillespie, Gillespie Manners
16. Know The Definition Of Neurodiversity
The first thing is to know what neurodiverse means! The second thing is to support emotional intelligence in the workforce. Understanding your perspectives can help you and the organization value and support others, understanding them more. – Omar Alhadi, Adobe Population Health
17. Avoid Making Presumptions
Companies must implement career paths for neurodiverse employees that align with their training programs. Employers need to avoid making presumptions about neurodiverse staff instead of adopting an individualized approach to them. Every business has an ethical obligation to create a workplace that is inclusive of neurodiverse individuals and to apply an easily understandable communication style. – Dr. Nara Ringrose, Cyclife Aquila Nuclear
18. Provide Resources And Policies That Support Employees’ Needs
Creating flexible work environments, offering tailored mentorship and career development and promoting a culture of acceptance through continuous education are crucial. Providing access to resources like employee assistance programs ensures neurodiverse employees feel valued and supported throughout their careers. – Vinamre Gupta, Moody’s Corporation
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