Neurodiversity in the workplace
Once you know , you can ’ t un-know . I ’ m speaking personally here . I guess I ’ ve been around the block when it comes to HR ; this year marks my 30th in the profession ! During that time , I ’ ve seen lots of changes and one that ’ s increasingly top-of-mind is neurodiversity . I wouldn ’ t have recognised that word back in 1994 but it is very much part of my business and personal vocabulary today . I can ’ t un-know what I now understand about neurodivergence and I ’ m definitely on a journey to improve my recognition and awareness of how this plays out in the workplace .
Here ’ s what I ’ ve learnt so far ; I hope it ’ s useful to you too :
If companies can recognise the value of embracing different ways of thinking and processing information , it can be a real strength and can lead to better results . In the world of People & Culture , clients usually contact me about one of two things :
1 . I ’ ve finally decided I need to understand neurodiversity better . I know I ’ ve got employees with different needs , but I ’ m not sure what accommodations are appropriate or how to support them — please can you give me some guidance on what I can / can ’ t do ; or
2 . I ’ ve been thinking about my team and the value of diverse thinking . I want to foster an environment where everyone , including those with neurodiverse conditions , can thrive . How can you help me create that kind of culture ?
The good news is I love helping out on both counts , so here are my top tips on embracing neurodiversity in the workplace :
• Education : for yourself and your team . Ensure everyone understands the breadth of neurodivergence . It ’ s everything from autism , ADHD , dyslexia , dyspraxia – the list goes on
• Whilst neurodivergent individuals are unique , a good starting point is understanding that they often excel in areas such as attention to detail , creative problem-solving , and innovative thinking ( there are many more besides )
• Reasonable adjustments : don ’ t be afraid of them , they could make a world of difference but the clue is in the title – they need to be reasonable so employers should consult and consider but nor should they be obliged to provide adjustments that would not be reasonable within their organisation and context
• Common adjustment considerations are : offering flexible working hours , providing clear instructions , or allowing the use of assistive technology – some of these accommodations not only support neurodiverse employees but can also enhance productivity across the board
• Last but not least , foster an inclusive culture ; an environment where diverse thinking is valued and everyone feels supported .
If any of that resonates and you ’ d like help identifying your priorities and implementing strategies to support neurodiversity , let me know . I ’ d love to help you create a more inclusive and dynamic workplace !
Ruth George - HR Consultant ruth @ ruthgeorge . com ; 07899 920075 This is not legal advice and is provided for general information only . © Ruth George HR Consulting .
18 < Boxmoor Direct < September 2024 <