Supporting Neurodiversity in the Workplace: How to Build a Thriving Team

Building a workplace that prioritizes a neurodiverse friendly environment is not just the right thing to do, it’s a strategic move that unlocks a wider talent pool and encourages a culture of innovation and growth. 

So, how to build a neurodiverse workplace? 

Build a neurodiverse workplace by creating inclusive hiring practices (clear job postings, multiple application formats). Train staff on neurodiversity & offer accommodations (quiet spaces, flexible work hours). Foster open communication & celebrate different working styles. Everyone benefits from a neuroinclusive environment! 

In this article, we’ll explore the benefits of neurodiversity in the workplace, and provide a roadmap for creating a truly inclusive environment where everyone can thrive. 

Understanding Neurodiversity 

Before jumping into the practical strategies and tips, at first let’s take a step back and understand what is a neurodiverse workplace and the difference between neurotypical and neurodivergent.  

What is Neurodiversity in the Workplace? 

Neurodiversity refers to the natural variation in human brain function, which affects how people think, learn, and interact with the world. In the workplace, this means employees have different skills, communication styles, and sensory preferences.  

A workplace that embraces neurodiversity, supports different ways of thinking, learning, and perceiving the world, creating a more inclusive and welcoming environment that allows everyone to thrive is basically a prime example of neurodiversity in the workplace. 

Neurotypical vs. Neurodivergent (ND) 

Neurotypical individuals follow the typical cognitive development patterns, while neurodivergent individuals experience variations in brain function that influence their skills and behaviors. Recognizing and respecting these differences is the foundation of a neurodiverse workplace. 

Common Neurodivergent Conditions 

Neurodivergent conditions such as ADHD, autism, dyslexia, and dyspraxia present unique strengths and challenges. For instance, individuals with ADHD may have exceptional focus in certain tasks, while those with autism might excel in pattern recognition and problem-solving. Understanding these conditions helps create a supportive environment for neurodivergent employees.  

Benefits of Neurodiversity in the Workplace 

Hiring neurodiverse employees brings unique strengths and perspectives to the company. For example, individuals with autism often excel at identifying patterns and approaching problems from unconventional angles, leading to innovative solutions. Neurodiverse employees also offer exceptional attention to detail and creative problem-solving skills. 

Increased Innovation and Creativity 

Neurodiverse thinkers often possess unique ways of perceiving the world, fostering a wellspring of creative ideas. They can challenge assumptions and bring fresh perspectives to the table, driving innovation and creativity within the team. 

Competitive Advantage in the Market 

By embracing neurodiversity, companies tap into a pool of talented individuals with a wide range of cognitive strengths. This can lead to a more innovative, problem-solving-oriented, and successful team, providing a competitive advantage in the market. 

Creating a Neurodivergent Workplace 

We have found 4 common areas that companies can work on to build a workplace supporting neurodiverse employees. Let’s explore these areas -  

Providing Reasonable Accommodations 

Creating a neurodivergent-friendly workplace involves providing reasonable accommodations such as quiet spaces, flexible work hours, and clear communication channels. These adjustments help neurodivergent employees perform at their best and feel supported. In fact opting for reasonable accommodations can help you create an inclusive hiring experience for applicants with disabilities.  

Effective Communication Strategies with ND Employees 

Effective communication is essential in a neurodiverse workplace. This includes using clear, jargon-free language, providing written instructions, and utilizing multiple communication channels such as text, speech, and visuals to cater to different preferences. 

Understanding and Respecting Work Styles 

Understanding and respecting different work styles is key to supporting neurodivergent employees. This involves recognizing individual strengths and providing opportunities for employees to work in ways that suit their cognitive preferences. 

Creating a Culture of Support and Understanding 

Fostering a culture of support and understanding involves training staff on neurodiversity, encouraging open communication, and celebrating different working styles. This creates an inclusive environment where everyone feels valued and respected.  

Building a Diverse Workforce 

“In the earliest stages of someone applying to your company, every candidate will experience a series of touchpoints with your organisation,” says Dr. Poornima Luthra, associate professor at Copenhagen Business School and founder of Talented Consultancy APS. “Creating a more inclusive experience for neurodivergent people means that you need to focus on how those interactions take place.” 

These touchpoints can include the company website's career page, job postings, application process, and communication during the hiring stages. So, based on this, how can we build a neurodiverse workforce? 

By ensuring clarity, accessibility, and ease of use at each touchpoint, like adopting neuroinclusive recruitment practices, adjusting the interviews for neurodiverse people, enabling neurodiverse onboarding, we can build a neurodiverse workforce. 

Neurodiverse Recruitment Practices 

Inclusive hiring practices are essential for building a neurodiverse workforce. This includes creating clear job postings, offering multiple application formats, and ensuring a supportive interview process.  

In the hiring process, Dr. Poornima suggests organisations should focus on making some inclusive changes that won’t just make things more inclusive for neurodivergent folks — but for everyone. Some steps in that direction could be: 

Creating Clear Job Postings: Write job descriptions that focus on the required skills and experience for the role, avoiding unnecessary jargon or overly specific educational requirements. 

Offering Multiple Application Formats: Go beyond traditional CVs. Allow candidates to submit video resumes, complete skills tests relevant to the position, or showcase their work through portfolio submissions. This caters to different strengths and preferences. 

Anonymizing Applications: Consider anonymizing CVs and applications by default. This helps reduce unconscious bias based on factors like name, gender, or educational background, allowing the candidate's qualifications to shine through. 

Neurodiversity Interview Adjustments 

Adjusting the interview process for neurodivergent candidates can involve providing clear instructions, avoiding high-pressure situations, and focusing on the candidate's strengths rather than traditional interview metrics. Specifically for the interview, Dr. Luthra suggested - 

• Make sure instructions are clear and explicit for interview tasks. 

• Communicate what to expect at the interview ahead of time, including the schedule, people the candidate will meet, and what questions they’ll be asked.  

She added, “In a traditional interview process, those who are more outspoken or come across as being more confident or articulate tend to do better,” Dr. Poornima says. “The job interview process requires you to engage in communication — not just verbal, but also your body language. You have to shake the interviewer’s hand and maintain eye contact. Neurodivergent candidates may really struggle with that. For this you have to make neurodiversity interview adjustments. 

“One approach I’ve seen that I love involves de-emphasising that need for eye contact.” You can introduce a table full of Legos, for example, where everyone at the table is working on building something and having a more relaxed conversation without the need for prolonged eye contact. This also benefits those who are more introverted. 

“As an employer, you’re more likely to get a feel for a candidate by creating a positive, relaxed experience — neurodivergent or not.” 

Onboarding Neurodiverse Employees 

Onboarding neurodiverse employees requires a tailored approach that includes providing clear expectations, offering mentorship, and ensuring a supportive work environment from day one. 

Clear Expectations: Provide detailed role descriptions outlining daily tasks and responsibilities. Establish clear communication channels for questions or concerns. This helps new hires feel comfortable and prepared for their role. 

Mentorship: Pair new hires with experienced colleagues who can provide guidance and support. Mentors can answer questions, offer advice on navigating the company culture, and help new hires acclimate to their role. 

Managing Neurodiverse Employees 

Managing a neurodiverse workforce effectively involves understanding and respecting different work styles. Here are some strategies to consider: 

• Effective Communication: Use concise and direct language, summarize key points after discussions, and offer multiple channels for feedback (written, verbal, etc.). 

• Respecting Work Styles: Offer flexible work arrangements when possible. Allow for breaks throughout the day to recharge and provide designated quiet spaces for focused work. This caters to individual needs and preferences. 

By implementing these practices, you can create a workplace that fosters inclusivity, unlocks the full potential of a diverse workforce, and allows everyone to thrive. 

Bonus: Neurodiverse vs. Neurodivergent; What to Say? 

"Neurodiverse" describes the variety of brain function in people. "Neurodivergent" refers to individuals with variations from the typical cognitive pattern. Use "neurodiverse" for the group, "neurodivergent" for the individual. 

Conclusion

Supporting neurodiversity in the workplace is essential for fostering innovation, inclusivity, and growth. By creating a supportive environment for neurodivergent employees, companies can unlock a wealth of unique strengths and perspectives. 

Implement neurodiversity initiatives in your workplace today. Train your staff, offer accommodations, and create an inclusive culture where everyone can thrive. 

FAQs 

What is neurodiversity in the workplace? 

Neurodiversity refers to the natural variation in human brain function, affecting how people think, learn, and interact with the world. In the workplace, this means embracing different skills, communication styles, and sensory preferences.  

Why should we hire neurodiverse employees? 

Neurodiverse employees bring unique strengths and perspectives, such as enhanced problem-solving skills, increased creativity, and exceptional attention to detail, driving innovation and success. 

What accommodations are necessary for neurodivergent employees? 

Accommodations may include quiet spaces, flexible work hours, clear communication channels, and tailored onboarding processes to support neurodivergent employees.  

How can we create an inclusive hiring process for neurodiverse candidates? 

Inclusive hiring practices involve clear job postings, multiple application formats, and supportive interview adjustments that focus on the candidate's strengths.  

What are some effective communication strategies with neurodivergent employees? 

Use clear, jargon-free language, provide written instructions, and utilize multiple communication channels to cater to different preferences.  

Why is it important to understand neurotypical vs. neurodivergent differences? 

Understanding these differences helps create a supportive and inclusive work environment, recognizing and valuing the unique strengths of neurodivergent employees.