Supporting neurodiverse talent in the workplace: Action items for company leaders

Creating a culture of belonging is not only embracing the diversity of our physical attributes but also recognizing and accommodating the unique ways we communicate, think, and process information.

Between 15 and 20 percent of the world’s population is neurodivergent, yet only 22 percent of U.S. employees are aware of working with a neurodivergent individual, according to research from Eagle Hill Consulting on neurodiversity in the workplace .?

What is neurodiversity?

Here is a great definition from Verywell Mind .

“Neurodiversity is the concept that there are a variety of ways that people's brains process information, function, and present behaviorally. The concept of neurodiversity recognizes that both brain function and behavioral traits are simply indicators of how diverse the human population is.”

Because neurodiversity doesn’t look the same for everyone, every employee will have different skills, strengths, and challenges. This means companies should consider how they’re supporting neurodivergent employees in their talent program, investing in their growth, and setting them up for success.?

If leaders want people to show up as their authentic selves, they have to create a culture that embraces who employees are physically, mentally, and emotionally.

Actionable steps for leaders

Mandate company-wide awareness and training

Company-wide education can help increase employees’ understanding of neurodiversity and reduce stigma. Here’s what training topics can cover:

• What neurodiversity is and the unique strengths and challenges neurodivergent individuals may experience in the workplace.
• How employees can become better allies and create a culture where neurodivergent employees feel a sense of belonging.??
• Practical strategies for communication, collaboration, and accommodation, helping employees work more effectively with neurodivergent colleagues.
• Inclusive leadership development for executives and managers on how to lead diverse teams and provide growth opportunities for neurodivergent employees.?
• Inclusive hiring practices to attract and retain neurodivergent talent, including removing biases from job descriptions and interviews.

Provide flexible work arrangements and inclusive accommodations

Flexible work arrangements, such as remote work options or flexible hours, allow employees to work in environments that best suit their needs. For example, individuals with sensory sensitivities can benefit from a quieter or more controlled workspace, which may be easier to achieve at home. Flexible hours can also accommodate different energy levels and allow employees to work during times when they are most productive.

Inclusive accommodations that help neurodivergent employees manage sensory sensitivities can also help them perform their best. Assistive technologies that support inclusive communication and have built-in accessibility features can help process information more effectively and easily navigate workflows.

Develop clear communication processes

Communication and structured processes reduce ambiguity and help all employees better understand expectations. Neurodivergent individuals may struggle with interpreting subtle or indirect communication, so being clear and direct can make instructions and feedback more effective.?

Clear expectations, well-defined processes, and consistent routines can also reduce stress and uncertainty, leading to improved productivity and less frustration. Regular check-ins and feedback are important for making sure employees understand their performance outcomes and how they can make adjustments.

Make career development a top priority?

Career development opportunities ensure neurodivergent employees have roadmaps for growth and recognition. About 85 percent of workers are unaware of a neurodivergent employee who has been promoted in their organization, which shows there’s room to create more intentional advancement plans.?

Career development opportunities can help neurodivergent employees build confidence and skills, and stay engaged and motivated in their roles, leading to increased job satisfaction and retention.

Mentorship can also be a valuable tool for neurodivergent employees, offering them guidance, support, and a safe space to discuss challenges and get advice. Mentors can help neurodivergent employees navigate workplace dynamics, provide feedback on their performance, and offer insights into career paths and opportunities for advancement.

A key reminder

Not all neurodivergent employees are the same, so leaders must cultivate a culture that supports and empowers various learning styles and abilities. Conversations with employees about their communication and learning preferences will help leaders create more personalized advancement plans and accommodations throughout an employee's tenure. However, inclusivity should be embedded into talent programs and policies from the start.?

Learn more about creating an inclusive and equitable workplace?

Take a look at Perfeqta’s free resources for company executives, HR professionals, and DEI, People, and Talent teams.

??Download our Inclusive Leadership Guide and learn how to lead with empathy, practice allyship, and make decisions rooted in equity.

?Take our free DEI quiz and assess your company’s culture in minutes.

??Get a copy of our latest white paper “Reimagining the way we work” and learn how companies can put equity back into talent and build high-performing teams.