The workplace is rapidly evolving, and this means that diversity and inclusion are more talked about than they ever have been before. In fact, these are now crucial components of a thriving business, meaning that companies are increasingly recognizing the importance of diversity. There are many groups of people to consider when it comes to improving your workplace diversity, and this includes neurodiverse individuals. Those with neurological differences like autism, ADHD, and dyslexia need to be accommodated professionally. This means breaking down barriers in the office to unlock the untapped potential of these individuals and drive innovation and growth. From neurodiversity training for workplaces to putting strategies in place, detailed below are just some of the steps you can take to break down barriers to inclusion in the office.
Understanding Neurodiversity in the Workplace
Neurodiversity refers to the natural variation in the human brain and cognition, acknowledging that everyone’s brain has a unique function. Neurodiverse people tend to process information differently, and this affects how they communicate and solve problems. These differences can bring unique strengths to the workplace; however, it’s essential that such differences are accommodated.
Neurodiverse individuals can often find themselves encountering barriers in the workplace, including rigid job descriptions and interview processes that favor neurotypical candidates. These barriers can stand in the way of neurodiverse individuals applying for roles, which also leads to a loss of valuable perspectives within the company.
Identifying Barriers to Inclusion
If you’re to create an inclusive workplace, then you’re going to want to identify and address any barriers that neurodiverse individuals might face. Some common obstacles include the following:
- Standardized hiring processes – Structured interviews place emphasis on social skills that some neurodiverse people struggle with.
- Inflexible work environments – A lot of workplaces are designed with a one-size-fits-all approach, including open-plan offices that can be overwhelming for someone with sensory sensitivities and rigid work schedules that don’t accommodate people who might work better with frequent breaks.
- Lack of awareness and training – In many cases, managers and colleagues aren’t aware of neurodiversity and don’t know how to support neurodiverse employees. With such a lack of understanding comes miscommunication, unintentional exclusion, and a lack of necessary accommodations.
- Stigmatization and bias – There are many stigmas and biases surrounding neurodiverse individuals, both conscious and unconscious. This can result in neurodiverse individuals being overlooked for promotions, excluded from social activities, or having their contributions undervalued.
Strategies for Breaking Down Barriers
In order to overcome these barriers and create a more inclusive workplace, companies need to take proactive steps to support employees, including the following:
- Revamp hiring practices – Creating more inclusive hiring practices means implementing alternative assessment methods, like skills-based evaluations or work trials. These allow candidates to demonstrate their abilities in a practical context. What’s more, employers can provide interview accommodations like clear and direct questions or offering written responses.
- Design flexible workspaces – Work environments should accommodate different sensory and cognitive needs if they’re to support neurodiverse employees. This might come in the form of offering quiet spaces, noise-cancelling headphones, and flexible work hours. Remote work options can also be great for accommodating those who fare better in less stimulating environments.
- Provide education and training – It’s important to educate all employees about neurodiversity and provide specific training for managers. This training should cover topics like recognizing different communication styles, making reasonable adjustments, and fostering an inclusive culture.
- Encourage open communication – If you’re to build an inclusive culture, it needs to be formed on open communication. It’s important to encourage neurodiverse employees to share their needs and preferences, and it’s your duty to make sure they feel comfortable doing so without fear of judgment.