Make Room for Neurodiversity in the Workplace
No two brains are alike. Everyone thinks, processes information, learns and works in different ways. These neurological differences are a natural manifestation of how the brain is programmed. Considering these differences as an important and valuable component of diversity helps recapture them as strengths. In short, we can now define neurodiversity as the new normal, but not because people have changed, but because our perspective on people has changed.
When people are not struggling with the limits of neurotypical design, they are free to think, work, and create in ways that work best for them, but unfortunately there are still many misunderstandings about neurodivergent people in the workplace. Employers worry that they will need too much support, won’t have a good workplace culture, or may not have the necessary skills to do the job.
Neurodiversity in companies; When it is not seen as an important part of equality, diversity, inclusion and belonging, it is unconsciously reflected in the workplace that people with cognitive differences are actually flawed or deficient in some way. When employees are not comfortable being themselves and coming to work, many parts of their productive personalities are overlooked. Their creativity and critical thinking skills are lost.
Advantages of neurodiversity in the workplace
People with neurodiverse conditions often become anxious about identifying themselves. They feel that sharing their diagnosis or condition will negatively affect the way people see them. This fear stems largely from myths about neurodiversity.
Recognizing patterns better
Certain neurodivergent conditions may confer special abilities in situations requiring pattern recognition, memory, or mathematics. If a more inclusive hiring process is provided, neurodiverse candidates may outperform their neurotypical counterparts.
Creativity and innovation
It is not easy to be neurodivergent, especially in a world where there is a prejudice that every brain works the same. However, while neurodiverse people face challenges in the workplace, they also bring their strengths to the organization they work for. In addition to the technical skills mentioned above, neurodivergent workers may have a unique perspective, creative savvy, and excellent problem-solving abilities.
Large talent pool
In today’s competitive market, employers can no longer ignore neurodivergent individuals as they are slowly realizing that an inclusive hiring process will help create an environment where everyone can thrive. When neurodiversity is supported in the workplace, everyone becomes more comfortable requesting the support they need.
How do you manage a neurodivergent employee?
There is no one-size-fits-all solution for working with neurodivergent employees. Every person is unique and may work and think in different ways, regardless of whether they are neurotypical or not.
Remember that your primary duty as a manager or employer is to create a supportive environment for your employees. First, you can make your employees feel safer about requesting support. You must prioritize accessibility and provide options for your employees. You can encourage them to tell you what they need to do their best.
How to create a neurodiverse workforce?
If you want to build an inclusive, neurodiverse, and diverse workforce, you may need to redefine your entire recruiting and diversity strategy. When making this definition, it is very important to look critically at the current company culture, from the interview process to the retention rate. Adopting a critical perspective can help you identify whether your organization is unintentionally creating a difficult work environment for neurodiverse talent.