Ensuring your workplace is welcoming for all
There’s no one-size-fits-all approach to supporting your employees.
Every individual may need different types of support because of the way they think, process information, communicate and experience their environment.
Neurodivergent employees may include people with ADHD, autism, dyslexia, dyspraxia, OCD or dyscalculia.
A recent report showed that only 38% of employees surveyed said their workplace provided meaningful support to neurodivergent people.
People are at the heart of any good business, and supporting employees doesn’t have to be complicated. Here are a few easy ways to create a more inclusive workplace.
Understand neurodiversity
Before anything else, understanding the different forms of neurodivergence and how they can affect people's experiences at work is key. This helps avoid assumptions based on someone’s diagnosis or behaviour, since two people with the same condition could need completely different types of support.
Get managers and staff involved in neurodiversity training to make sure the whole team is ready to support each other. Research found that only 32% of employees thought their organisation effectively trained its managers to identify and make reasonable adjustments for neurodivergent colleagues, while 35% thought their employer was ineffective at it.
This can also help reduce the stigma that neurodivergent employees only experience challenges. Every employee has different strengths and areas where they may need support, and understanding those differences can help people reach their potential at work.
Communicate clearly
Stop potential problems before they arise by communicating clearly with your employees. Use direct language and specific expectations instead of vague instructions when discussing tasks and deadlines.
People also take in information in different ways, so it’s a good idea to provide important information in writing instead of always relying on verbal communication. Having things like meeting agendas and materials written down and shared in advance can give employees more time to process and refer back to important details. Making use of a virtual staff noticeboard can be a great addition to your routine.
These are small adjustments that can help people work to the best of their abilities. Creating a safe environment where employees can comfortably express their preferences and ask for clarification without judgement is just as important.
Create predictable routines
Consistency is another simple thing to implement that can make work life much easier for employees who find unexpected changes difficult. You can do this by keeping schedules predictable where possible and giving employees advance notice of shift changes rather than altering things at the last minute.
Predictable rotas don’t have to be rigid, though. Flexibility is still important for many employees. Just be sure to make staff scheduling clear and communicate shift changes quickly.
When responsibilities, deadlines and expectations are clear, things can run more smoothly for both employees and the business.
Check in regularly
Don't wait until there is a performance issue before discussing support. It’s much easier to help someone before a problem escalates, and quick, regular check-ins give employees opportunities to raise concerns early.
Keep things collaborative rather than letting managers decide what somebody needs for them. Ask staff members what's working for them, what isn't and whether anything could make their work easier.
Employee needs can change over time, so effective support shouldn't necessarily be a one-time conversation.
Create a supportive work environment
Different employees may benefit from different tools rather than one standard setup. The important thing is giving employees the opportunity to communicate their needs rather than making assumptions about what will help them.
Staff might benefit from simple additions such as visual planners, written reminders or task-management tools. They may not need anything new at all, but instead benefit from adjustments to their current environment, such as access to a quieter workspace, wearing headphones where appropriate or reducing unnecessary distractions.
Tailoring adjustments to the individual is much better than overwhelming staff with lots of new tools and changes all at once.
Supporting neurodivergent employees doesn’t require huge structural changes to everyone’s day. It’s these small changes to communication, scheduling, tools and management that can make a difference and help work run more smoothly.
It all starts with understanding neurodiversity itself and getting to know your individual employees. Inclusion can benefit the wider business too, and when people are given the conditions they need to work effectively, everyone has a better chance to thrive.