Why your office (yes, yours!) still needs neurodiversity training

Everyone’s talking about neurodiversity these days. From HR magazines to TikTok influencers, it seems like we all know far more than we used to, and that businesses are really getting on board with making work work for everyone. But what about neurodiversity training— is there a need for it in 2024, when we’re all so much more inclusive and informed than we used to be?

We think so… and today we’re tackling your biggest questions on training, and whether you might need it where you work.

?? We’re only a very small business. Do we still need training?

Yes!

Even if you’ve only got five people working for you, it’s likely that 1 of those 5 is going to be neurodivergent . But it goes deeper too: out of those neurodivergent working people, as many as one in five neurodivergent have experienced discrimination at work .

No matter how small your team is, how ‘like a family’ you might feel, or how open and accessible an environment you think you’ve created in your office, the truth is that a lot of discrimination comes from a place of lack of understanding and education, not any malice or prejudice. But when everybody’s trained, informed and on the same page, ensuring that every interaction goes positively and inclusively is easy— even if there’s only just enough for you for a pub quiz team.

?? But we’ve already done our homework and implemented solutions!

It’s great you’ve already been thinking about neurodivergent colleagues and done the research! But the truth is, even if you’ve got a welcoming attitude toward neurodiversity where you work, the place where you picked up that guidance matters— solutions can’t be based on guesswork, or worse, content churned out for quick likes. A quick Google search reveals there’s so much advice out there that doesn’t measure up to the professional standard… and that’s putting neurodivergent careers at risk.

Professionally delivered training is the best place to learn and create tailored solutions that work for your unique workplace. Trainers can focus on any oversights or areas for improvement, as well as ensuring that you’re up-to-date with the law, new ideas and best practice. Think of it like you do any other profession: it’s more comforting to know that your surgeon has a medical degree, rather than 800k subscribers.

?? Hey, we only had training a few years ago!

It’s amazing that you’ve already sought out neurodiversity training! There are, however, a few more things to think about, even if you’ve been trained once.

·?????? Are there any new faces in your team who missed out on training the first time round?

·?????? Have more people disclosed their neurodiversities or started asking for support?

·?????? Have there been changes to roles or responsibilities?

·?????? Are your business priorities the same? As KPIs change and roles get tweaked, support solutions often need to be re-examined.

·?????? Have you changed where you work (i.e. gone hybrid or remote?)— when the place of work changes, support needs and best practice shift too, but the right training can easily fill in the gaps.

Professional neurodiversity trainers can adapt support suggestions and training to reflect your new needs, and stay current on the latest developments and research. That’s why it’s so important to ensure that training happens in an ongoing way, ideally annually or as part of onboarding: nothing stays the same for long in business or neurodiversity, and ensuring you’re providing the best possible care ensures everyone is as comfortable and productive as they can be.

Training matters.