The importance of training all employees, especially managers, on the unique needs and strengths of neurodivergent adults; providing them with the right tools and empowering them to lead from a place of understanding.
“Neurodiversity in the Workplace Course – This is an interactive course that will demystify Neurodiversity and provide delegates with a complete understanding of a range of terms and traits and how to effectively support them in the context of your specific setting. This course can also be presented in a virtual format”. Sound familiar? And how much do you actually know about any person until you have met them? Education and training are once-off events. We need more. As the world of work becomes more diverse, changes are needed to create an enabling environment for all employees and clients. One way to achieve this is to create opportunities to explore neurodiversity within our world of work.
In this article, we critically evaluate the statement, “Empowering managers and employees for neurodiversity: The importance of training all employees, especially managers, on the unique needs and strengths of neurodivergent adults, providing them with the right tools and to respond/come/react from a place of understanding”.
A Change in the Way We Engage Neurodiversity
The neurodiversity movement has gained traction in recent years, advocating neurological differences, such as Autism, ADHD, and Dyscalculia, as natural variations of the human brain. This perspective challenges the traditional medical model of neurodivergent conditions as disabilities that require fixing or advocating for finding a cure. A little history……The traditional medical model of neurodivergent people assumes that these conditions are disorders that require treatment and cure. This approach has led to a focus on symptom reduction and cure. (We have come a long way since being labelled as a ”refrigerator mother” and our kids being institutionalised.).
The neurodiversity movement challenges this perspective, promoting the idea that neurological differences are a natural variation of the human brain, just like variations in skin colour, eye colour, or height. This perspective asserts that neurodivergent individuals have unique strengths, abilities, and perspectives that can contribute to society and the workplace, given the right support and accommodations. But we still have a long way to go. As more adults enter the world of work knowing they need accommodations, we need to ensure that the world of work is ready. We need to better understand the fact that there are adults in our lives that are neurodivergent. By embracing neurodiversity, we can focus on creating inclusive and supportive environments that celebrate diversity and promote the well-being of all employees.
Knowledge is Power
Exploring neurodiversity is essential to help better understand and appreciate the unique needs and strengths of adults. We are all continually processing sensory stimuli and information, but our brains filter what we need and when we interact and communicate with others, we have a common understanding of the world. Neurodivergent adults experience the world in different ways than their peers. As a result, they may face barriers and challenges in the workplace that require specific accommodations and support that would benefit all. By providing opportunities to explore neurodiversity, employers can raise awareness and understanding of these differences and how to support each other, leading to a more inclusive and accommodating workplace.
These opportunities to explore can also help reduce stigma, discrimination, and misunderstandings, creating a more supportive and positive work environment for all employees. Ultimately, investing in neurodiversity can benefit not only neurodivergent employees but also the organisation as a whole. These benefits can only be unlocked through fostering a more diverse and inclusive workforce that is better equipped to meet the needs of all employees and customers.
One group that stands to make a significant impact on neurodiversity within the workplace is managers. Managers play a crucial role in creating an enabling environment for all employees. Without proper knowledge and understanding of the unique needs and strengths of neurodivergent adults, managers may unintentionally create a hostile or unaccommodating work environment which can lead to decreased productivity, increased stress, and high turnover rates among employees. By providing managers with resources, tools, and opportunities to learn about neurodiversity, organisations can help them learn how to create a more inclusive and accommodating workspace. This includes understanding how to communicate effectively with all employees, providing appropriate accommodations and support, and making necessary adjustments to work processes and tasks to ensure that all employees can perform their job duties effectively. In turn, this can lead to increased job satisfaction, better retention rates, and improved overall workplace productivity.
Knowledge Without Action is Pointless
It is essential to not to treat neurodiversity interventions as a “box-ticking” exercise or think that a single training session can address all the unique needs of neurodivergent adults. One of the limitations of the aforementioned approaches is that they may be viewed as a one-size-fits-all solution. While educating employees about neurodiversity is a crucial first step, employers must also recognise that each adult is unique, and what works for one may not work for another. Therefore, employers must take a personalised approach to accommodations and support, working with each neurodivergent employee to understand their specific needs and preferences.
Additionally, training on neurodiversity will not be sufficient without accompanying changes to workplace policies, practices, and attitudes. For example, if a workplace culture is not inclusive, simply educating employees will not be enough to create a supportive environment for neurodivergent adults. Employers must take a holistic approach to create an inclusive workplace that addresses all aspects of diversity, including neurodiversity. As individuals, we can explore too. Be respectful, but explore.
While training on neurodiversity can increase understanding, it is ultimately up to the employer to provide reasonable accommodations and support to neurodivergent employees. Without these accommodations, neurodivergent employees may still face barriers to full participation in the workplace.
Another area where an organisation can make small changes that have a big impact is through inclusive hiring practices that actively seek out neurodivergent individuals and creates a workspace that is welcoming and accommodating to all adults.
To promote inclusive hiring, employers can work to remove potential barriers in the hiring process, such as traditional recruitment methods that may disadvantage neurodivergent individuals. Written communication, such as cover letters and CVs, may not accurately reflect an individual’s strengths or potential. Therefore, employers could consider alternative methods such as video interviews or work samples to evaluate candidates.
Conclusion
Creating a welcoming and accommodating work environment requires ongoing efforts to promote a culture of inclusivity and empathy. Employers should encourage all employees to learn about neurodiversity, fostering an environment where everyone understands and respects individual differences.
However, in our endeavours to educate ourselves and others, we need to be cautious. There is an immense amount of misinformation everywhere. What’s more, consider those who are still at the start of their journey of understanding themselves or others in terms of neurodiversity. If you are lucky enough to have had someone who has shared the life experience with you then you already understand so much more than others possibly could. When it comes to educating yourself and dealing with someone who is neurodivergent, in all situations, remember to be respectful. The person you are dealing with is someone’s child, someone’s friend, a mom, a dad, a sister, or a brother. Access to accessibility should be open to all. So many adults have never had access to the resources available today. So many may be on the road to discovering who they are. So, be kind. We all deserve the opportunity to grow. In this way, we can all work together to create a work environment that becomes more inclusive and accommodating to all employees.
