How to Normalise Neurodiversity Where You Work

If we flash back to even as little as ten years ago, you wouldn't find many people talking about neurodiversity in the workplace.

Perhaps there were a dedicated few at head office, perhaps there was somebody petitioning for more accessible communications a few cubicles down — but these would have been relatively uncommon.

Neurodiversity positivity as a movement is only truly coming into its own in the 2020s, and it’s incredible to see how fast we’re moving in terms of how we’re creating a new working future that’s accessible for everyone… but that doesn’t mean that we’re quite there yet, either.

Sadly, even now there’s a social stigma surrounding many neurodiversities, especially in regimented environments like the world of work. It can take a lot of forms, from outright bullying to much more clandestine things like unconscious bias — and that’s why it’s important that we normalise and appreciate neurodiverse people and foster a more understanding working world.

Ways to Normalise Neurodiversity in Your Workplace

1) Appreciate our differences

Appreciate that some people need to work physically differently to others, and allow them the freedom to do so. Some people might need to work in silence, some might need to use fidget gadgets to concentrate, some might need to read aloud to themselves, or pace as they piece things together.

2) Be versatile

Ask for a variety of environments when office changes happen — hot-desking may work for some, but some colleagues may want to have private desks or work remotely, and some may want to work from more relaxed workspaces like sofas or hangouts. It can make the workplace more accessible for people with physical disabilities, too.

3) Incorporate inclusivity at every stage

Don’t only commit to neurodiverse hiring — commit to supporting neurodiverse workers once they’re onboarded too. It’s a holistic process that doesn’t end at the contract being signed, and ongoing support is vital to creating accessible workplaces.

4) Normalise assistive tech

Talk about assistive tech solutions and what they are and do. Make sure colleagues think of them as like a pair of glasses or a hearing aid. They’re just there to level the playing field and make sure everybody’s on the same footing.

Also, if you’re in a position to do so, open up the idea of assistive tech provision for everybody, not just those who are neurodiverse — not only does this normalise and familiarise more people with assistive tech, it could help neurotypical colleagues work smarter, too.

5) Appoint a neurodiversity representative

Have a dedicated neurodiversity section in your training and onboarding materials, as well as contact details for a staff member who can be approached with matters related to neurodiversity where you work, especially in terms of access to support and assistance.

6) Encourage openness

Create an environment where neurodiversity isn’t treated like a secret. Encourage neurodiverse colleagues to be open and frank about their neurodiversities and their needs, and always ask if there are ways you could be doing better as an individual, a team, and a business.

7) Create learning opportunities

Make education a part of your neurodiversity strategy. The best way that we can foster better understanding and normalise neurodiversity is by creating learning opportunities and training for colleagues. Generating greater awareness makes the workplaces of the future stronger, better and more accessible than ever, and means that the next decade should be even better than this one.

Together, we can normalise neurodiversity in the world of work. Subscribe for more updates and insights on dyslexia in the world of work.