Neurodiversity Celebration Week (17 – 23 March) challenges stereotypes and misconceptions about neurodivergent people and their differences. It aims to transform how they are perceived and supported by recognising the many talents and advantages of being neurodivergent. It also seeks to create more inclusive and equitable cultures that celebrate differences and empower every individual.
As employers, we can’t celebrate neurodiverse people if we don’t support them with a more inclusive and supportive work culture. That’s why we’ve written this article. Not only to support Neurodiversity Celebration Week, but to help create a more neurodiverse friendly workplace all year round.
Neurodiversity = ability, not disability
We have another reason to want to support Neurodiversity Celebration Week. We believe in recognising ability, not focusing on disability. It’s a core belief at Cordell Health. It’s about recognising what people can bring to the workplace in all their diversity and uniqueness and then providing them with the adjustments needed to support them if they struggle. With a little focus and understanding, many workplaces could be so much more accommodating and reap the talent available as a result.
Neurodiverse people very much identify with this opportunity. While society and employers often focus on the challenges faced by those with neurodiverse conditions, what they really want is to be recognised and celebrated for the people they are – and the talents, strengths and even superpowers they bring.
So, how can you better support people with neurodiverse conditions in your organisation? Your recruitment process is a good place to start.
Attracting and recruiting neurodiverse talent
It’s estimated that neurodivergent people represent 10% or more of the overall population. For employers this means that 1 in 10 job applicants, existing staff and customers are likely to be neurodivergent in some way. No employer can afford to not listen to and support such a large source of talent.
Consider that the right candidate might not always be the one who is great in an interview. This can often be the case with neurodiverse people who may find the interview process more stressful and may not come across as they’d like. You can go a long way towards helping them overcome this, with some simple adjustments to your recruitment process.
Here are a few pointers towards improving their recruitment experience.
A little more flexibility: Try using tasks and activities during interviews to remove the usual Q&A format that might make some uncomfortable, such as the use of video calls and group tasks and providing the interview questions in advance. In particular, give your interviewee the time to gather their thoughts and answer.
A little less jargon: Clarity in job descriptions, highlighting the essential skills and qualifications you are looking for and asking if an audio or video version might help.
Help them to shine: Explore how you could enable employees to best show their strengths and potential. For example, creative people may feel more comfortable showing their portfolio first, rather than a ‘cold’ interview.
Accommodations in the workplace
Not everyone may enjoy the vibrant and social culture you’ve developed – but they may still want to work for you and could bring their own talents and skills. It’s often about creating those accommodations that help neurodiverse people feel comfortable and welcome as a result.
The working environment: Some neurodiverse people struggle with noise, light and smell sensitivities. To help manage this you can provide noise cancelling headphones, allowing breaks throughout the day, reducing strong smells and adjusting lighting levels.
Where will they work at their best? It’s not about being present, it’s about the right place to create their best work. If they need more homeworking to do this, it’s worth making that happen along with any technology needed.
Training and awareness
An important step in helping to incorporate neurodiversity in the workplace is to build awareness and understanding of conditions and the needs that can come with them.
Line manager training: While awareness of neurodiversity across the organisation is a good thing, line managers are often the strongest link between employee and the organisation. Their understanding of neurodiverse behaviours and how to build rapport are crucial in building productive relationships.
A culture of awareness: How they experience the workplace depends on how others treat and understand them and their working styles. Working on building a culture that understands difference and what this can bring, as well as what they need, will help them feel at home.
Recognising their strengths and humanising them
Whether they have ADHD, autism, dyslexia or dyspraxia – they will all come with personal strengths as a result. Recognising and celebrating someone’s personal strengths that they bring to a team or put into their work helps to motivate many neurodivergent people. It can make the difference between having a passion for their work or losing interest.
Conclusion
If you want to truly celebrate neurodiversity you must first be able to support neurodivergent employees. Creating an inclusive workplace where people feel comfortable, are recognised for the strengths they can bring, being well supported by those around them and by the technology they use creates a place where everyone can thrive.
About Neurodiversity Celebration Week
The purpose and mission behind Neurodiversity Celebration Week and how to get involved. Find out more here.
Get our new Neurodiversity guide
We’ve created a new guide for managers on neurodiversity. This is available to subscribers to our wellbeing service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
