Building a Neuroinclusive Culture

What is the benefit of having a neuroinclusive culture? Perhaps it's best to start with what neuroinclusion is.

Humans are made up of many neurotypes. Their brains are wired in different ways that affect the way they see things and experience the world. Even within the so-called neurotypical population – people who are not autistic, have ADHD and many other conditions which impact the way our brains are wired – there are differences and non-uniformity. So, when you have a wide range of neuro configurations, this almost certainly impacts their view of the working environment and how they interact with their colleagues, managers, and leadership.

But that doesn't explain neuroinclusion.

Neuroinclusion is the inclusion and embracing of all neurotypes regardless of the individual presentations. Like all inclusion, it's about helping your people to feel included and at home in your working environment.

HOW CAN WE BECOME MORE NEUROINCLUSIVE?

Well, thinking in this way is the most important step of all so once you ask this question you'll be well on your way?? What do we mean by neuroinclusion?

Businesses that are neuroinclusive have a culture that is conducive to welcoming and harnessing the skills of many neurotypes including autistic people, those with ADHD, and potential employees or existing employees with parallel diagnose for Autism and ADHD (AuDHD).

? Training your managers is one of the simplest ways to become more neuroinclusive.? Why people managers?? Because they are responsible for the most of your employee experience.? From the management of projects to team dynamics and manager/team member relationships.? If anyone can influence your culture positively (and negatively), it's those responsible for line managing your local colleagues.

? Look at your internal channels.? How do your people interact with each other and foster cross business collaboration? Is it prioritised or encouraged?? It's always worth starting small with a couple of simple and quick wins to build a solid foundation.? Reviewing your channels to see where improvements can be made is one of the best ways to begin the process of creating a neuroinclsive environment.

Neuroinclusion could sound heavy and difficult, but at its basic level, it's the small things that can make the greatest impact, from being aware, to understanding. When autistic people, who vary as vastly as neurotypical people do, find it challenging to operate in a workplace, it's almost always because the environment has been created and structured to suit the neurotypical way of operating:

• Coming in and leaving at set times
• Sitting in an open-plan arrangement if the work is carried out in offices
• Going to meeting rooms to have specific conversations within a rigid framework.
• Having to quickly change the way things are done without any warning.

Employees with Autism and ADHD won't necessarily find these conditions help them to deliver their best work. The standard view is that neurodivergent individuals should change their approach to work to bend to the way that most neurotypical people work. But, the onus should be on organisations and businesses to make their cultures not only more accommodating but also welcoming of neurodivergence.

The latest stats show that up to 15% of the world's population is neurodivergent, with the vast majority of that number relating to the autism spectrum. So, we owe it to society to start this important journey to becoming neuroinclusive.

So, what can this look like in practice? It's not just a matter of drawing up a policy or saying certain words. We speak about neuroinclusion, therefore we're neuroinclusive? Perhaps to a certain degree. But talking about it is simply not enough. The inclusion of people with a variety of neurotypes, starts and ends with your organisational culture.

• How does it make your autistic and ADHD employees feel?
• Do they feel like they can be themselves?
• Do they feel like their managers are willing and able to make slight adjustments in working practices and processes to suit neurodivergent team members?
• What happens when things don't go to plan?
• Does your organisation have a blame culture?
• Is there an understanding of individual working styles?
• Does your work culture support your teams to complete tasks and projects in ways that suit them as long as the work is completed?

The challenge with being specific about intervention is that one size doesn't fit all. Even with the best will in the world making accommodations for each individual, with different neurotypes, will quickly become overwhelming. Instead, what is more impactful and long-lasting, is curating a culture that not just appreciates neurodivergence, but celebrates it. That's a much harder goal to achieve and will take time and consistent effort and focus.

Each step can seem quite daunting but that's where I come in.? I will help and guide you on this important journey to helping your clients or your own business to increase engagement and optimise productivity.

You can find out more about how I help recruiters and hiring managers to be more neuroinclusive by visiting my website or reach out to me via email at [email protected]

https://www.wheretolookcomms.co.uk/collab-for-neurodivergence

?These are exciting times and now is the time to start making these changes.