How to address Neurodiversity in Change Communication

“What on earth is neurodiversity?” Got ya. This was also my thought when I read the word for the first time in an onboarding slide deck. I had just joined my team’s Diversity and Inclusion initiative at Accenture and although various topics from the field of D&I have accompanied me since my time at university, I had not encountered this term before.

However, it is pretty self-explanatory. Neurodiversity means that each of our brains works in a unique way. It is an umbrella term that attempts to summarize the broad spectrum of diverse neurodevelopment and therefore also includes the so-called “neurodevelopmental disorders” like autism, ADHD, dyslexia or even depression and anxiety disorder. People who locate themselves on these areas of the neurodiversity spectrum are neurodivergent. In contrast, people whose development conforms to the psychological and medical norms are referred to as neurotypical.

The more I learned about it from my new colleagues (especially from the wonderful Janina Lindenberg), the more I realized the importance of considering neurodiversity in my work as a change communication consultant. Since our brains work completely differently, the way we process and understand information is completely different too – and internal communication must reflect this. Therefore, I’d like to share a few things we should keep in mind to support neurodivergent individuals?when communicating with stakeholders and to make use of the power of neurodiversity in change settings.

1. Communicate important information in a CLEAR and CLEAN way

Some people on the neurodiverse spectrum tend to have a hard time concentrating or get distracted very easily. Therefore, clear wording and clean design are your friends when communicating essential information. Especially in change settings, this is important to convey security and avoid misunderstandings in your internal communication. Use simple and short phrases, along with connector words. Try to avoid metaphors as well as overly flowery language. Also, find a suitable pace for your communication flow to avoid information overload. ?When creating communication materials like infographics, posters or newsletters, keep your design as clean as possible and hold back from using too many bright colors and distracting shapes.

2. Combine different formats and channels

Since our brains have different ways of processing incoming information, we should make sure to provide diverse communication materials for as many preferences as possible. Some people find it easier to understand information transported in animated explainer videos or prefer listening to informational podcasts while doing something else at the same time. For example, many dyslexic,?dyspraxic?and ADHD people perform better in verbal and visual abilities than?with reading. Likewise, some people prefer “raw” information while others learn and understand better with a storytelling approach. To give everyone the chance to process and understand the information you’re sending, try to mix various channels and formats when setting up your communication strategy.

3. Use it as the superpower it is – by fostering awareness

Did you know that teams whose members are distributed broadly on the neurodiverse spectrum can be 30% more productive than homogeneous teams because of the different approaches they use to tackle issues? You can make use of this when shaping your communication strategy. However, this only works if all team members can unfold and express themselves freely. When conducting workshops, try to set up a safe environment where everyone feels comfortable sharing ideas. Neurodivergent people often experience that their way of thinking through things differently and expressing themselves more direct may throw off others. To make sure everyone feels safe, take some time at the beginning of your workshop to set up some guidelines. Send the message that any contribution is welcome and will help the brainstorming process move forward. Those who manage to maintain such a culture in collaboration and conversation can take advantage of neurodiverse differences, create disruptive ideas, and find solutions to problems more quickly.

Although all these tips refer to internal (change) communication, especially this last one should be considered in every setting where people work together. Culture is key – and teams can be so much more productive and innovative when diversity and inclusion are LIVED. This counts for neurodiversity as well as D&I in terms of culture, gender, disability, or age. The more secure we feel, the more confidently we can express our differences, find our strengths, and make use of them! ?