Navigating Neurodivergence in the Workplace

In today’s evolving work environments, recognising and embracing neurodiversity has become increasingly crucial for fostering inclusivity and encouraging productivity. Neurodiversity refers to different ways the human brain can function, such as is seen in Autism and ADHD. Just like with any skill set or 'way of thinking', learning how to work with and foster it, can result in supporting greater and more sustainable productivity. Increasingly, there has grown a strong understanding that such diagnoses is not as simple as labelling it as relevant to just one 'thing' - that it can be a complex relationship with nature/nature - that environment can influence a person's adaptability and responsiveness. As organisations strive to create more inclusive workplaces, understanding and navigating neurodiversity can therefore be essential in supporting individuals to work from a feeling of their best selves. In supporting your workers to be their best selves, the result could be inviting more creativity, ingenuity and increased satisfaction, to the workplace culture. Supporting yours, and your team members' efforts in building towards long-term and sustainable success.

Understanding Neurodiversity

Neurodiversity means divergent thinking. This is can be a strength, if you want to work with people who can see things from a different perspective, and offer solutions that might generally be considered as deeply considered and creative. Due to the way that Neurodivergence can relate to cognitive assessment processes, interpretation of multiple sources of information and sensitivity to subtle details others can miss, this can mean a unique skillset in problem-solving and creativity, that cannot be taught. The challenge and opportunity arises if/whether businesses can adopt inclusive practices to support for such thinking.

Creating an Inclusive Workplace

Building a neurodiverse-friendly workplace starts with strengths-based education, understanding and open communication. By fostering an environment where differences are respected and valued overall, organisations can improve respect, understanding and appreciations. Acknowledging that, whether an individual chooses to disclose whether/not they're neurodivergent is important. As with most workplace conversation, most people might not want to stand out, or appear different, particularly if this might impact their perceived performance. Approaching employees with sensitivity, understanding and gentleness is the key. Showing that the individual can trust you in sharing their experience in understanding their difference, can be shown in how you communicate through a strengths-based lens, vs seeing it as a risk or 'something to manage'. 

Collaborate on strategies

Neurodivergence is a spectrum. Everybody's experience and what it means for them, can vary. Organisations can consider the how, when and why they might want to approach the conversation. Is it from a performance management lens? Or from a growth and ongoing support perspective of how the individual could be better supported in their responsibilities? Allow time for the individual to consider what strategies would be helpful for them. It can be common that workplace environments feel overwhelming and overstimulating for neurodivergent individuals. If you might suspect that different ways of working might benefit the person, and you're no sure what they look like, perhaps it may be helpful to 'seed the idea' and let the individual come to you with what practical strategies might look for you? 

Consider with a lens of:

- Flexibility

- Empathy in the human experience

- Vulnerability and bravery from the person to disclose

For example, practically, while it might sound like considerations in flexible work arrangements, adjustable work hours, remote working options, regular breaks to re-assessing and re-defining, along with the individual, what performance success might look like, the individual might be expressing their deep need to want to work with you, to fulfil expectations. If trust can be held as an understanding that the individual genuinely wants to fulfil the job requirements, can there be openness for how you might get there as a team? 

Conclusion

Navigating and the need to support neurodiversity in the workplace is becoming more and more common. Like any workplace conversation, learning to understand, being sensitive to and navigate it through a strengths-based lens, could be the game-changer for your teams' sense of success. By embracing diverse cognitive abilities, this can foster innovation, creativity, and improved problem-solving. Implementing strategies in your team culture and ways of communication means that being supportive of, advocate for and build a team that is inspired to work with and for you, from a place of mutual respect and understanding. 

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