As I launch into training in 2024 I am reminded that neurodivergence is a key priority for workplaces. Being diagnosed with Dypraxia and ADHD in my fifties I am all too aware how being unaware of neurodiversity at work and unsupported can cause major problems for employee wellbeing. I am not alone up to 20% of the UK population is neurodivergent. However, embracing the strengths that diversity of thought can offer business remains 100% a work in progress. An increased awareness of neurodiversity means more employees considering the potential impact of a diagnosis on their jobs – and business leaders must take heed.Many successful entrepreneurs, including Richard Branson, consider themselves within one or more neuroidentity groups, and furthermore, even credit these differences as integral to their success. Companies should recognise neurodiversity as an asset rather than use a deficit mindset when considering it. Employers who promote diversity in the workplace are more likely to access untapped talent pools. When employees are not struggling to fit the confines of a neurotypical workplace, they are free to think, create, and work in ways that works best for them. There is no single definition of what a “normal” brain looks like. When companies expand how they design workplaces that are suited for neurodiversity, they can provide a creative sandbox for employees.
How can you empower and unleash the potential of neurodivergent employees?
Provide flexibility. Your entire workforce will benefit from a flexible work-from-home or hybrid setup, but even more so for neurodivergent employees. They can set their own routines and schedules, and work from anywhere they like.
Educate your employees. Offer chances for managers and contributors to learn about neurodiversity and how to accommodate neurodivergent people. Hiring managers can understand neurodiversity better and they can adjust to their interview styles to suit the candidate’s skills.
Create resources and support for neurodivergent employees. Ensure that resources are available for neurodivergent employees. Establish formalised programs of support to empower your inclusive workplace. Adjustments such as distraction-free workspaces for people with ADHD and autism are necessary. Lastly, provide noise-cancelling headphones to avoid sensory overload.
Identifying neurodiversity in the workplace can greatly influence creativity and innovation in your company. Educate your team about neurodiversity and make sure that resources are available for neurodivergent employees.
Please contacr VictoriaEnglishWellbeing@gmail.com for more information on training or call 07813169031