Guide to Establishing a Neurodiverse Friendly Work Environment
Creating an Inclusive Workplace for Neurodivergent Employees
In a bid to foster a more inclusive workplace, experts recommend a comprehensive approach that includes education, tailored accommodations, inclusive hiring practices, clear communication, and a supportive culture.
To start, it's crucial to educate staff and leadership about neurodiversity. This can be achieved through training that includes voices of neurodivergent people sharing their experiences. The aim is to build understanding and reduce stigma. 1, 3, 4
Adapting hiring processes is another key aspect. Job descriptions should focus on essential skills rather than vague requirements. Interview questions should be shared in advance, and alternatives to traditional interviews such as project-based tasks can be considered. 1
Providing practical accommodations is also essential. These can include flexible work schedules, noise-canceling headphones, quiet zones, advanced notice of schedule changes, clear written instructions, and visual schedules. The aim is to reduce sensory overload and anxiety. 1, 3, 4, 5
Establishing clear and predictable routines is another important step. This can be achieved by posting agendas before meetings, maintaining consistent daily schedules, and clearly defining roles and responsibilities. 1, [3]
Using inclusive language and fostering empathy in leadership is also crucial. This helps create a culture of respect, open conversation, and psychological safety. [3]
Making accommodation information easily accessible is equally important. This can be done in onboarding materials and through employee resource groups (ERGs) focused on neurodiversity. 5
Implementing ongoing feedback and adjustments is another key aspect. This can be achieved by engaging neurodivergent employees in accommodation planning and regularly reviewing workplace policies to ensure evolving needs are met. 4
Challenges for neurodivergent individuals in the workplace often stem from a lack of understanding and inclusive practices. To remove these barriers and enhance productivity, these expert-backed steps can help create a workplace environment where neurodivergent employees can thrive.
Charlie O'Brien, Head of People at Breathe HR, suggests asking neurodiverse staff about their needs and using anonymous surveys to gather suggestions for company-wide changes that will make the working environment better for everyone. 2
Objective skills-based assessments are a more accurate predictor of performance than CVs. Flexible hours allow those who find sitting still for long periods of time challenging to take breaks when needed. 2
Managers should receive practical guidance on ways they could adapt their communication and management styles to better suit neurodivergent individuals. Remote or hybrid work can help neurodivergent individuals with ADHD or Autism who struggle in noisy office environments. 2
Employers should provide neurodiversity training that explains what neurodiversity encompasses, how different neurotypes may experience the workplace, debunks common misconceptions, and outlines the legal responsibilities around supporting neurodivergent staff. 2
Job ads that are long, complex, and filled with jargon may deter neurodivergent candidates, particularly those with dyslexia. Employers should list only the key skills required for the role in job ads, rather than cultural fit requirements. 2
Employers should consider implementing a formal flexible working policy to attract neurodiverse talent and create a more inclusive workplace. Giving all employees the same level of flexibility ensures that neurodivergent employees don't feel singled out for working differently from their colleagues. 2
Having a clear flexible working policy takes the pressure off neurodivergent individuals to ask for flexibility. Charlie O'Brien recommends training managers on neurodiversity and checking in with staff about any additional support or adjustments they require during one-to-ones. 2
Khyati Sundaram, CEO of ethical AI hiring experts Applied, recommends starting by auditing job ads. However, no prior context was provided, so it's not known what the context for auditing job ads entails. 2
Employers should use easily readable fonts like Arial, Comic Sans, OpenDyslexia, and sizes 12-14 for job ads to make them more accessible. Phones interviews can be challenging for some neurodiverse candidates, such as those with autism who struggle with small talk and surface-level conversations. 2
Over a third (31%) of neurodivergent individuals are in employment. Many neurodiverse job seekers want flexible working arrangements. 2
In the pursuit of fostering a more inclusive business environment, providing education and self-development opportunities can help increase understanding and reduce stigma regarding neurodiversity. This can be accomplished through training programs that incorporate the experiences of neurodivergent individuals. [3]
Career development for neurodivergent employees involves adapting hiring processes to focus on essential skills and using objective skills-based assessments, along with implementing flexible hours and a clear flexible working policy. Empowering neurodiverse staff to voice their needs through anonymous surveys can help create a more accommodating and supportive workplace. [2]
