Often times, we may forget that diversity extends beyond our appearances and identities, such as our culture, race, gender, and so on, and that it also includes the differences in the way in which we think and process information and perceive and interact with the world around us. What is being referred to here is Neurodiversity – the natural variations in the way our brains develop, affecting our neurocognitive abilities and brain functioning. It’s often associated with certain conditions such as Autism, ADHD, Dyslexia, and more, but it is good to be mindful of the idea that while our brains may develop similarly and there is an idea of what is a “neurotypical” brain, none of our brains are exactly alike. This suggests that we should be cognizant of creating inclusive environments where cognitive differences are seen and considered.
The workplace is one of those environments where people are coming with their own unique perspectives, backgrounds and experiences, and while this is a highly valuable factor, it can be difficult for organizations, and their employees, to create spaces that accommodate everyone’s needs – especially when cognitive differences come into play. Being mindful of neurodiversity in the workplace not only involves having a sense of who identifies as being neurodivergent, but, in short, it requires reducing stigma, understanding the challenges that may surface within a traditional work structure for some, recognizing and tapping into the valuable skills and talents present, and knowing how to provide effective support that contributes to the overall success of the organization.
For a long time, there has an underlying message within society that being neurodivergent is a deficit, which continues to perpetuate a negative stigma. However, there has been a recent increase in individuals recognizing their own neurodivergence as a core part of their identity, shifting the narrative from deficiency to difference. With that being said, neurodiversity is a part of inclusivity, so we must ensure that we are tailoring the work environment to be welcoming to these differences. Starting within the workplace is a great first step, and this can look like increasing awareness and knowledge about neurodiversity – whether that is through providing the space for current neurodivergent employees to share their experiences, challenges and strengths, or through implementing effectual trainings, resource groups or workshops provided for all staff. Not only will this normalize conversations and provide others with language and understanding surrounding neurodiversity, but it will also make space for identifying what could be improved in the current workflow or system.
Promoting a more productive and supportive work environment could look like encouraging clear and direct communication, which may mean refraining from using jargon to avoid misinterpretations; not making assumptions about an individuals’ needs but instead normalizing feedback and open dialogue; and having flexible working arrangements, such as alternative meeting formats, remote work, quiet rooms, or allowing individuals to doodle/draw during meetings to help with focus. This allows neurodivergent employees to feel empowered to bring their full selves to work instead of “masking,” hiding their neurodivergent status, and it fosters a culture of respect and mutual growth.
It also imperative to take the time to incorporating more of a skills-based approach to the workflow, as neurodivergent individuals can be an incredible asset to the team based on their enhanced strengths. These strengths may include organizational skills, creative thinking, an ability to see the big picture, problem-solving, hyperfocus, innovation, a greater capacity for processing information and more. Creative that supportive space in the workplace in which neurodivergent employees can effectively and comfortably tap into their talents can allow them to thrive and contribute towards a more successful organization. It’s also worth noting that evaluating and updating the hiring process to ensure that neurodiverse candidates are being appropriately accommodated and considered will help eliminate certain barriers and ensure that talent is recognized based on skills and potential rather than conformity to traditional interview norms.
Implementing and encouraging the use of an employee assistance program, such as Capital EAP, is also essential, as it can provide all employees with access to resources, counseling, and support services that can help them navigate challenges and transitions both in and outside of the workplace, fostering well-being and retention. If you’d like more information on how Capital EAP can benefit you, please don’t hesitate to contact to our intake team by calling them at 518-465-3813 (Monday – Friday, 9 AM – 5 PM).
Truly, it can be extremely beneficial for conversations to be had surrounding how the work environment can move beyond a one-size-fits-all model and expectation to fostering better collaboration, innovation and productivity. There is value in embracing neurodiversity in the workplace for both individuals and organizations, and with the continued advancement of society, we must step away from excluding neurodivergent individuals and instead see cognitive differences as strengths rather than obstacles.
By: Nakisha Williams, MHC Intern