NEURODIVERSITY- Ways To Build a Workforce Where No One Feels Excluded.

“Diversity is about all of us and about us having to figure out how to walk through this world together.”- Jacqueline Woodson.

An organization is made up of employees from different backgrounds, with different characteristics and life experiences. Broadly speaking, we all have different brains as well. Neurodiversity refers to variations in the human brain and cognition, for instance sociability, learning, attention, mood and other mental functions. It is seen as an intellectual impairment or disability. Some of the neurodivergent conditions include Attention- Deficit Hyperactivity Disorder (ADHD), Dyscalculia, Developmental Language Disorder, Dyslexia and Dyspraxia among others.

Organizations have seen merits in hiring neurodiverse employees. What is commonly seen as ‘disabilities’ are in fact special and invisible abilities. Most people with these conditions have above-average abilities when it comes to things like analysis, information processing, pattern recognition, greater innovation and effective decision making. Research states that they make fewer errors and increase productive efficiency. It enables sharper clarity in communication across ranks with more specific instructions. This diversity brings new things to the table for an organization to grow onward and forward in the space of mental health, increased brand value and profitability and allows for greater inclusion.

How can you help build a neurodiverse workforce?

With an estimated 15% to 20% of the population being neurodivergent, employers and HR leaders have the power to champion and celebrate benefits and talents of neurodiverse people. Just like how no change is too small, similarly, no organization is too small for a neurodiverse program. Leaders need to begin by treating inclusion conversations like a culture and not like a charity act. Proper education of the general workforce on the importance and benefits of the neurodiverse environment can help break the bias and create a more mindful and empathetic environment. This is imperative for a balanced society with fair opportunities and economic growth.

How can organizations inculcate Neurodiversity?

1.????Adapt in the Interview Process itself.

Most interviews present their candidates with tasks that primarily assess their hard skills, software expertise or project management skills. They neglect the exploration of brain differences. Granted that most neurodivergent candidates are technically gifted, a standard interview process might cause the interviewer to miss out on those who could really help transform your organization.

??Include questions that assess a candidate’s natural level of sensitivity. For instance, asking about their thought process before they took an important decision in their previous roles, the scenarios that they took into consideration, reflection on their past experiences can help you identify if you have a neurodivergent candidate.

?Breaking interviews, both virtual or in person over a period of a few days can help prevent overstimulation. No one works well when they are overwhelmed, and this is particularly true for neurodivergent candidates, given the high activation of their nervous system. Offer reasonable take home interview assessments. Brief, high case studies, presentations or test assignments gives you an opportunity to assess their creativity and communication. Neurodivergent people thrive when they have had the opportunity to contemplate and reflect rather than offering questions on the spot.

?????Empathy is key. Be ready to repeat questions or parts of the questions. Do not expect eye to eye contact or a firm handshake during the hiring process. Be patient and allow for time to answer a question. Avoid continuously repeating the question unless they ask you to do so.

??Ask questions related to the job and focus on the candidates technical and professional knowledge, skills, abilities and experience related to the function of the job of which they are applying.

2.?????Create or encourage a well- balanced and Empathetic Environment.

All employees in a company need to be trained in working in a neurodiverse environment. Such training should not be limited to managers only. Soft- skill training appropriate to a neurodiverse employee must be given to everyone in the company. Employees must understand the importance of being respectful, kind and helpful and not seeming pitiful. The physical environment of the workplace must be conducive to neurodiverse employees as well as to those who are often sensitive to loud noise, harsh lighting, closed claustrophobic cubicles, strong fragrances, partitions, and unclean and unhygienic surroundings. Any of these in their immediate environment might trigger them and make them extremely agitated and uncomfortable. Making arrangements for noise cancelling headsets or quieter rooms if need be might help greatly.

An environment that is conducive to a neurodiverse workforce will help everyone who is a part of the company as it can benefit the productivity, skillset and interest of the workforce. A kind word to neurodiverse employees or any employee for that matter will help go a long way.

3.?????Create a Well-Balanced and Self-Aware Workstyle.

Model a strong work-life balance by clearly defining working hours and expected response time. It is observed that the neurodiverse tend to dedicate more time to their job and hence determining clear work time is important. Create opportunities for deeper processing and understanding on non-workdays because that will help facilitate productivity on working days. The company must have a strict anti-bullying policy. ??Swift action must be taken to remove those toxic and disrespectful employees who bully, belittle or lead through coercion and fear.

High sensitivity is linked to a gene that increases the vividness of inner experience. By being more emotionally in touch, an employee can greatly benefit the company. Giving employees feedback on what they need to work on and what their strong points are, can help encourage them. Align projects with a neurodiverse employee’s natural skill like communication, empathy, complex thinking, project management and problem solving.

?4.?????Feedback and Suggestions.

Like any other improvement, asking for feedback from all employees can greatly help a company determine how they can create a more conducive and helpful environment for the largely diverse workforce. Colleagues of neurodiverse employees who work with and around them can give useful suggestions on how you can improve on the existing work environment to facilitate their growth and development. In addition, asking for feedback from family members of the neurodiverse workforce who have first-hand experience with them can also prove quite useful. Arrange for regular check-ups or in-person conversations with a neurodiverse employee to understand their needs and deal with any negativity they might experience. Invest in regular feedforwards or ideas on how to improve in the future.

?While there is no one size fits all manual for neurodiversity, empathy and encouragement of neurodiversity in the workforce can certainly help. Changing the narrative around such employees and their skills can help one see that what is considered as a drawback is actually a special gift that can help organizations and promote acceptance and respect.