Creating an inclusive environment that supports neurodiversity in your organisation.
Creating an inclusive culture that embraces neurodiversity is essential for unlocking an array of benefits, including increased innovation, creativity, and productivity.
But how can organisations achieve this effectively?
A look back over the years highlights the disparities caused by gender and racial equality in the workplace. Fortunately, in the last decade great strides have been made to begin to equalise the imbalances of diverse groups and as such, steps have been taken to level the playing field. However, despite significant progress the end of the road is still not in sight, and it is vital that we use this momentum to push for more, for everyone, including those who are neurodiverse.
Whilst 70% of employers want to focus on diversity within their organisation, less than 50% of these same employers are open and supportive of neurodiverse environments. Within these same organisations, less than 30% of companies have neurodiversity embedded in their diversity strategies*.
Despite the past lack of attention in the public eye, the idea of neurodiversity is something beginning to get the support and recognition that it deserves, with organisations and governments starting to act towards creating inclusive environments which support equality for all groups, including the neurodivergent. With around 20% of our working population identifying as neurodivergent*, taking action to create a diverse and inclusive environment for neurodiversity (along with all other diversities) will allow organisations to unlock a wealth of benefits for both their employees and organisations.
The 6 Faces of Neurodiversity
Understanding and embracing neurodiversity is crucial for creating an inclusive workplace where every employee can thrive. The "6 Faces of Diversity" is a comprehensive framework designed to guide organisations in fostering an environment where neurodivergent individuals are not only supported but can also contribute their unique strengths. This six-step program provides practical strategies for integrating and leveraging a neurodiverse workforce.
Face 1: Neurodiversity
The first step involves the intentional integration of neurodivergent employees into your organisation. This begins with creating a recruitment and selection process that is truly inclusive. Key actions include:
Inclusive Job Descriptions and Adverts: Clearly state your commitment to inclusivity and willingness to provide accommodations during the recruitment process.
Flexible Application Methods: Offer various ways to apply, catering to different needs.
Supportive Interview processes: For example, offering interview questions prior to interviews.
Encouraging Self-Identification: Foster an open and accepting culture where current employees feel comfortable disclosing their neurodivergent status.
Promoting a neurodiverse workforce is the foundation of creating a truly inclusive environment, setting the stage for broader diversity and inclusion efforts.
Face 2: Inclusion
Having a neurodiverse workforce is just the beginning; true inclusion requires a culture that values every individual's contribution, giving everyone a voice that is heard and listened to. This involves:
Cultural Integration: Building a workplace where every voice is heard and valued. It's not enough to have diversity in numbers; inclusion ensures active participation and engagement.
Inclusive Communication: Adapt communication methods to suit different cognitive styles, ensuring that information is clear and accessible to all employees.
Tailored Work Environments: Create workspaces and schedules that accommodate various needs.
An inclusive culture ensures that neurodivergent employees feel genuinely part of the team, which enhances their contributions and job satisfaction.
Face 3: Equality
Equality means providing the necessary support to ensure all employees, regardless of their neurodivergent status, can perform at their best. This includes:
Supportive Tools and Technologies: Provide assistive technologies and flexible time allowances to help neurodivergent employees succeed in their roles.
Personalised Coaching and Mentoring: Offer coaching and mentoring tailored to individual needs, helping employees overcome challenges and leverage their strengths.
Fair Evaluation Processes: Reevaluate standard processes to ensure they are fair and accommodating to neurodivergent employees.
By ensuring equality, you remove systemic barriers, allowing all employees to thrive and contribute fully to the organisation's success.
Face 4: Leadership
While establishing Diversity, Equality, and Inclusion (DEI) is essential, real change happens when leadership embodies these values, particularly in supporting and leveraging neurodiversity. Effective leadership is crucial for making meaningful progress and maximising the benefits of a neurodiverse workforce. Key aspects include:
Value-Based Leadership: Leaders should actively demonstrate the organisation's values, showing a genuine belief in the strengths and contributions of neurodivergent employees. By championing these values, leaders set the tone for the entire organisation.
Support Systems: Leaders must be equipped to support neurodivergent staff, either directly or by connecting them with appropriate resources.
Training and Mentoring: Leaders should receive specialised training to better understand neurodiversity and learn how to mentor their teams effectively.
Leadership plays a pivotal role in reinforcing the organisation's commitment to neurodiversity. When leaders visibly support these values, it encourages buy-in from the entire workforce, creating a more inclusive environment.
Face 5: Culture
To achieve holistic inclusivity for neurodiversity, it's crucial that the organisational culture aligns with the values and processes established in the earlier stages. A culture that genuinely values neurodiversity and recognises the unique contributions of all individuals is key to fostering an inclusive workplace. This involves:
Shared Purpose and Values: Ensure that all employees understand and embrace the organisation's commitment to neurodiversity. This shared purpose helps to integrate inclusive practices into everyday interactions and decisions.
Tailored Cultural Development: Recognise that each organisation is unique, and developing a culture that supports neurodiversity may look different from one organisation to another. It's important to create and implement processes that best fit your specific workplace.
Inclusive Decision-Making: Involve neurodivergent employees in decision-making processes, particularly those that affect workplace policies and culture. Their insights can help ensure that initiatives are genuinely inclusive and meet the needs of all employees.
Cultivating a supportive culture is essential for embedding the principles of neurodiversity into the fabric of the organisation, ensuring these values are demonstrated daily.
Face 6: Mechanisms
The final stage involves embedding neurodiversity into the organisation's internal processes and policies, ensuring support at every stage of the employee lifecycle. Key elements include:
Inclusive Policies and Processes: Implement things that cater to neurodivergent employees.
Clear Reporting and Complaint Procedures: Establish confidential and unbiased channels for reporting concerns, ensuring that issues are addressed promptly and fairly.
Effectiveness Tracking Metrics: Develop metrics to track the success of neurodiversity initiatives.
This final stage ensures that the organisation's commitment to neurodiversity is reflected in concrete actions and policies. By continuously evaluating and refining these mechanisms, organisations can sustain an inclusive environment that supports all employees.
Using the ‘‘6 Faces of Neurodiversity’’ can be a great place to start integrating neurodiversity support into your organisation. Doing this is a great way to reap the multitude of benefits diverse teams bring all organisations. With every interaction taking place between different brain types, it is time to take neurodiversity seriously and start embedding it into the structure of your organisation.
Looking forward
The Neuroverse can help you do this, to see how we can help you take your organisation to the next level contact us today and book in a free consultation, alternatively complete our FREE neuro-culture quiz for actionable steps on how to improve your inclusive culture or see our services for a full scope of support!
It is important to note that diversity is not something which should be separated into different groups. Whilst at The Neuroverse we specialise in supporting neurodiversity we recognise the importance of allyship, working together and holding no diversity as more important than another. Whilst this information relates to neurodiversity at its core, all ideals and practices can (and should) be shared/ modified.
* CIPD (2024), Neuroinclusion at work report 2024. https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf
