The impact of diversity, equity, and inclusion (DEI) strategies in the workplace has been far-reaching. Today, many businesses place an increasing emphasis on creating more inclusive and diverse work environments, especially as so much of the world has gone remote and geographical boundaries are blurred. Now more than ever, encouraging people with different backgrounds and outlooks to collaborate and create an environment of understanding and tolerance is essential to success.
However, for many businesses, these diversity strategies don't only include employees of all ethnicities, genders, and identities. They also include those who are neurodivergent.
While neurodivergence is a relatively new concept that emerged in the 1990s, neurodivergent people are becoming more widely recognized as valuable team members with their own unique strengths and abilities. Yet it's important to understand that traditional recruitment practices and standard work environments may pose hidden challenges to this talent pool.
These challenges can potentially prevent them from receiving the support they need to propel their career trajectories and the organizations they work for forward. They can also limit their workforce engagement and restrict their potential, both for growth and performing their current roles to the best of their ability.
Let's explore the benefits of creating neurodiversity-inclusive workspaces and learn how to create inclusive strategies that maximize your neurodivergent talent's full potential.
Neurodiversity refers to natural differences and variations in how the human brain is structured and functions. We all think, learn, and process information in different ways, but these differences are usually marginal. However, neurodivergent people's brains function differently from what is considered 'typical.'
It’s estimated that between 10 and 20% of people in the world are neurodivergent, and this number may well be higher. The neurodiversity spectrum includes conditions like ADHD (attention deficit hyperactivity disorder), autism spectrum disorder, dysgraphia, dyscalculia, dyslexia, and Tourette's Syndrome, among others.
Neurodivergent employees can benefit their workplaces in many ways. These individuals can bring unique perspectives and strengths to their places of employment, helping to benefit businesses by:
Neurodivergent people often have different ways of thinking, including fresh ways of approaching tasks and developing actionable solutions to challenges. This can provide organizations with unique new ideas and innovative solutions.
Neurodivergent groups tend to display an ability to focus on finer details, think outside of the box, and identify key patterns and trends. All of these traits add significant value for proactively identifying and addressing problems.
Many neurodivergent individuals have notable strengths in specific areas, such as technical abilities, pattern recognition, information recall, or data analysis. These strengths can lead to consistently high levels of workplace productivity and higher-quality outputs, provided that neurodivergent employees are placed in roles that allow them to use their abilities effectively.
Inviting neurodiversity into the workplace and celebrating neurodivergent individuals for their individual strengths and abilities can create a more inclusive work culture. In turn, this can assist organizations in attracting and retaining more talent from a broader and more diverse range of professionals, including both neurodivergent and neurotypical employees.
Traditional recruitment processes may not adequately identify or capture the strengths and abilities of neurodivergent applicants. Some of the world's largest and most successful businesses, including tech giants like EY and Dell, have re-imagined their recruitment tactics to encourage engagement and be more inclusive. They now focus more on skill-based assessments to effectively include neurodivergent individuals in their DEI hiring process.
Dell offers a Neurodiversity@Dell program that has replaced traditional interviews with project-based tasks. This allows all candidates, including those who are neurodivergent, to show off their real-world skills and abilities in an approachable way.
Other companies are adapting by offering more flexibility during the hiring process, including accommodations like alternative formats or additional time to allow neurodivergent candidates to showcase their skills effectively. Make sure that your recruitment software supports diverse hiring practices by offering flexible assessments and accommodations. Additionally, consider implementing flexible scheduling and flexible work arrangements to accommodate the diverse needs of neurodivergent employees.
employees typically require specialized environments that support their work efforts and needs. Certain businesses like Ubisoft have redesigned their workplaces to meet the needs of their diverse employees, including quiet zones for autistic staff members and more dynamic environments for those with ADHD. These adaptive workplace designs help to engage and support individuals with a range of neurodiverse conditions to play to their strengths and maximize their productivity. At the same time, they minimize factors that could hinder their ability to work efficiently.
Investing in inclusive tech tools and assistive technology that provide support with tasks like writing, reading, and performing calculations can also assist individuals with dyslexia, dyscalculia, and dysgraphia. Tools such as text-to-speech software, speech-to-text programs, and mind-mapping tools make it easier to maintain productivity and unlock neurodivergent employees' hidden potential. Consider implementing task-tracking software to help employees manage their workload effectively.
When it comes to workplace design, consider incorporating standing desks, ergonomic seating, and adjustable lighting to create a comfortable and productive environment for all employees. Focus rooms and collaborative areas can provide spaces for different work styles and needs. Sensory-friendly environments with controlled spaces and visual stimulation can help neurodivergent employees feel more comfortable and focused. Incorporate tactile elements and visual supports to aid in communication and task completion. Additionally, consider implementing workstation booking systems to allow employees to choose environments that best suit their needs on any given day.
Hiring neurodivergent employees is only one step in the process of building truly inclusive workspaces. Employers must also work towards creating strong communities in which every employee feels a sense of value and belonging. This can be done in all environments, whether in-office, hybrid, or fully remote. There are numerous diversity and inclusion activities that remote and hybrid teams can engage in to deepen their understanding and improve their collaboration, and the same applies to employees in the office.
For example, Ubisoft has taken steps towards creating such communities through its Employee Resource Groups (ERGs) mentorship programs. These programs provide peer-to-peer support for employees and raise awareness of the challenges of neurodivergence.
Groups like these ERGs assist employees in connecting meaningfully with one another and seeking psychological and social support when needed. This helps to ensure that they feel meaningfully engaged with their teams and colleagues in the workplace, fostering a sense of psychological safety and belonging.
Every inclusive workplace includes strategies for providing employees with training and professional development opportunities—and neurodiverse employees should always be included. Additionally, business leaders who wish to build inclusive spaces need to equip their teams with proper tools and knowledge so that they can properly understand and support their neurodivergent co-workers.
Companies like Ubisoft are taking the lead by offering extensive neuroinclusion training for their managers, HR professionals, and recruiters. These programs educate staff members about neurodiversity, helping to build a sustainable company culture of understanding, compassion, and support.
Providing neurodivergent employees with career development opportunities is essential, too. Training programs like self-advocacy training and time management courses can help individuals with a range of neurodiverse conditions to thrive in the workplace.
It's also important to consider individual communication preferences when designing training programs. Some employees may prefer visual aids, while others might benefit from hands-on learning experiences. By tailoring training methods to suit different learning styles, you can ensure that all employees, including those who are neurodivergent, can fully engage with and benefit from professional development opportunities.
A Gallup Report reveals that engaged employees are happier, more productive, and enjoy a 66% increase in well-being. In contrast, employees with low engagement rates have cost the global economy as much as $8.1 trillion and have low retention rates. Therefore, focusing on successful strategies for enhancing employee engagement is crucial to success and boosting retention.
However, creating a genuinely inclusive workplace for neurodivergent talent requires ongoing effort. It's up to businesses and their leaders to frequently assess the efficacy of their neurodiversity inclusion strategies by tracking key metrics, staff turnover rates, and reported employee satisfaction levels.
Managers should gather feedback directly from neurodivergent workers and use this feedback to regularly refine their company's approaches to inclusion and diversity. Performance management tools can help track key metrics, providing insights that allow businesses to continuously refine their neurodiversity-inclusion strategies. This approach will help ensure that neurodivergent employees' unique needs are being met consistently while helping organizations build a company culture that includes neurodiversity in every form.
Consider implementing awareness campaigns to educate all employees about neurodiversity and promote inclusive practices. These campaigns can help create a more understanding and supportive work environment for both neurodivergent and neurotypical employees.
Creating more inclusive and diverse workplaces in real life, as well as in hybrid and remote environments, certainly meets ethical imperatives. However, it can also offer key strategic and competitive advantages for businesses across all industries. Organizations that recognize and accommodate their employees' varying needs and strengths—neurodiverse and otherwise—can reach new levels of creativity, innovation, and productivity while setting healthy examples that empower other businesses to do the same.
Building an inclusive, engaging workplace for neurodivergent employees requires strategy, continuous effort, and the right tools. An employee engagement intranet can help improve communication, track satisfaction, and promote inclusion across in-office, hybrid, or remote teams, empowering every employee to reach their full potential. By implementing inclusive practices such as providing noise-canceling headphones, creating restorative spaces, and offering remote work options, organizations can create an environment where all employees can thrive. Discover additional insights below.