Empathy in Action: Navigating Neurodiversity Hiring and Retention
As the host of the recent ‘How do organisations make neurodiversity hiring work?’ webinar, I had the privilege of moderating discussions that went beyond the conventional narratives. The event featured insightful perspectives challenging preconceived notions, offering a paradigm shift in how organisations approach neurodiversity and inclusion.?
The Panellists
Throughout the webinar, the panel made some excellent and insightful points for organisations looking to navigate this complex challenge, which I hope to summarise in this article.?
Embracing Progress Over Perfection
The panel emphasised the significance of progress over perfection, urging organisations to take small steps towards inclusivity, rather than waiting for the perfect moment or solution to emerge. This approach acknowledges that building a neurodiverse-friendly environment is an ongoing journey, not a destination.
“It's about progress, right?... how do we build this neurodiversity and neuro inclusion program within our organisation? It doesn't have to be all at once. It doesn't have to be perfect from day one. You just have to make small steps to make the progress…” -Michael Byrnside
Redefining Success Metrics: A Holistic Approach
The panellists also emphasised the importance of defining success in neurodiversity initiatives. Rather than simply counting the number of neurodivergent individuals in the workforce, organisations must take a more nuanced approach. Success should be measured not only by diversity metrics but also by the creation of an inclusive culture where all employees feel valued and supported.
“…you need to define what success is. And that involves us having a really good, honest conversation on why do we want to have neurodivergent people in our business?... And then when you've decided what your why is, to then start devising or designing measures and ways of tracking success. And those go beyond, we're just going to count the number of bums on seats. It's what are you measuring? How are you going to test whether it's successful?” -Sara Kedge
?
Empathy as the Cornerstone of Effective Inclusion
The panel also underscored the need for organisations to prioritise empathy and understanding in their approach to neurodiversity. This entails actively listening to the experiences and challenges of neurodivergent individuals and making meaningful accommodations to support their success. By fostering an environment of empathy and respect, organisations can create a sense of belonging for all employees.?
领英推荐
“Ask the correct questions. You know, empathetic questions with the intention to understand from their point of view, meet them where they're at, or at least try to, and then all the answers that you're wanting will be provided for you directly from the people you want to serve or support or attract. So it's simple. Everything that we need is already there. We're just not asking the right questions to the people who are there.” -Jarell Bempong
?
Neurodiversity as a Solution to Business Challenges
The panel discussion framed neurodiversity initiatives as solutions to specific business challenges, with Cara urging organisations to identify tangible problems that neurodivergent talent could effectively address. Embracing neurodiversity as a solution to business challenges not only enriches organisational culture but also fosters a more dynamic and resilient workforce poised for success.?
“...so what I consistently looked at is what actual problem can be solved by triggering these initiatives, right? Oh, we have a talent attraction problem in this country, this state, this, you know, this labor category. Well, what are we doing and creating a business case for a test case?... I think, really understanding a business driver and being able to clearly articulate what problem you're solving helps enable all of the things we're talking about.” -Cara Kresge
?
Technology as a Facilitator of Inclusion
From a technological perspective, Michael highlighted the role of technology in facilitating inclusivity in the workplace. While technology alone cannot solve all challenges, it can serve as a valuable tool for promoting awareness, providing support, and facilitating communication. By leveraging technology effectively, organisations can create a more accessible and accommodating work environment for neurodivergent individuals.
“It's simply treating people like people. So these systems and tools that are out there that, like I mentioned, you know, for your management or performance management systems within organizations, a gentle reminder to a manager, you know, reach out and ask somebody how they're doing… technology can be a great facilitator of a lot of these things.” -Michael Byrnside
?
Equipping Managers for Success
Throughout the event, a unanimous consensus emerged regarding the pivotal role of line managers in driving neurodiversity initiatives. Sara stressed the importance of investing in line management training, highlighting that good line management inherently fosters inclusivity. The panel collectively agreed that without equipped managers, organisations risk hindering the optimal utilisation of diverse talents.
“... good line management is inherently inclusive. So if you are not training your line managers, you are not giving your people leaders and your team leaders the equipment they need to get success and productivity out.” -Sara Kedge
?
Final Thoughts
The webinar provided a transformative journey through diverse perspectives, challenging traditional notions of neurodiversity in the workplace. By redefining success metrics, prioritising empathy, viewing neurodiversity as a business solution, and investing in line management training, organisations can pave the way for a truly inclusive future where neurodivergent talent not only thrives but also contributes significantly to organizational success.
Ultimately, the conversation around neurodiversity in the workplace is evolving beyond mere compliance or tokenism. It is about recognising the inherent value of diverse perspectives and experiences and creating environments where all individuals can thrive. By embracing neurodiversity as a source of strength rather than a challenge to be overcome, organisations can unlock new opportunities for innovation, creativity, and success.