As we strive for more equality and diversity in the workplace, we have to make sure we approach the issue adequately and sensitively. While most employers come from a place of good intentions, working with neurodivergent and colleagues with disabilities comes with its challenges and benefits. This can be a difficult thing to manage when you don’t have a lot of previous experience. Fortunately, there are resources for people who find this challenging.
Some of the most prevalent disorders when it comes to neurodiversity are ADHD, ADD and Autism. These can present themselves across a spectrum, or range of severity. For example, some who experience ADHD are hyperactive and/or impulsive.
Neurodiversity is much more common than people often think, making it extremely important to be accommodating and understanding. It is estimated that one in seven people in the U.K. is neurodivergent, while there are about 70,000 people in the U.S. that are neurodivergent entering the workplace each year. By employing more neurodivergent people, these companies are more capable of understanding the people they might serve or interact with.
One argument against hiring more neurodivergent people in the workplace is that accommodations can be costly and tedious. However, it’s been found that 59% of these accommodations cost little to nothing, making the financial issue much smaller than people think.
There are resources available to employers who may not know where to start with this topic. One source gives tips on how to interact with neurodivergent students, but a lot of these tips can be applied to the workplace. For example, eye contact can be tough for those who are neurodivergent, so eye contact isn’t something an employer should really focus on. Reducing the amount of sensory stimulation when possible can also be helpful, as many neurodivergent people struggle with tolerating a lot of sensory stimulation.
Patience and listening is also key when it comes to employers hiring those who are neurodivergent, especially when this is a new experience for one or both parties. Speaking clearly and concisely is also something very important to remember, as it can make communication clearer. Clear communication is important in any workplace, but making sure everyone understands instructions and circumstances despite their challenges is something extra important to remember when working with neurodivergent people.
Being open and communicative is probably the most important aspect to remember in these situations. Clear communication will help any interaction, and can prevent misunderstandings or unfortunate occurrences.
If you want to access further information about this topic, there are plenty of resources available that go more in depth and have more knowledge from experts. For example, Neurodiversity Hub is a great site that has more information than what was presented here. Mind Tools is another good site to use, and Different Brains has links with available information regarding all types of disorders and neurodivergent resources. Those are hyperlinked in this article, thank you for taking the time to read. Inclusiveness is the most important part of our message, and it’s never a bad time to learn more.
