Is your workplace embracing Neurodiversity? 

Some of the most globally prominent businesses have, over the past decade, made concerted efforts to recruit neurodiverse talent. Businesses such as SAP, Microsoft, EY and Deloitte have recognised range of benefits of expanding their recruiting methods to attract neurodiverse people to their organisations. 

What are the benefits of actively recruiting neurodiverse employees? 

• benefits that have emerged include increased productivity, innovation, quality of work and employee engagement, 
• leveraging the unique talents of neurodiverse people, for example someone with autism may have increased focus and attention or a person with ADHD may be more creative and adaptive than their peers and tend to work well under pressure.
• where the work is highly specialised employment of highly specialised minds can enhance development and progress, providing a competitive advantage, 
• an unexpected benefit is the improvement in management capability and creativity in for the whole workforce, 

What has been the impact of traditional employment methods on neurodiverse people? 

• Until recently diversity of ways of thinking is a talent that has been ignored by organisations who have focussed on developing a diverse workforce. 
• Worldwide it is estimated 15-20% of the population is neurodiverse including 10% with dyslexia, 5% ADHD and 1-2% with autism.
• In Australia it is estimated 34% of the neurodivergent community are unemployed and 31.6% of Autistic people are unemployed, more than half the unemployed group had never had a paying job. Alarmingly, this rate is 3 times higher than the rate of unemployment of people with disability and 6 times more than people without disabliity. 

What are the barriers to employment for the neurodiverse population? 

• Lack of awareness of neurodiversity, the culture of silence surrounding hidden disabilities 
• Viewing disability as a deficit and a possible burden, 
• A one size fits all approach to hiring that excludes neurodiverse talent. For example, a traditional written application and interview process may be difficult for an autistic person to access due to difficulty with social norms, 
• Inability for workplaces to be adaptable to individual needs. A person with dyslexia may not process information provided in traditional formats, 
• Rejecting people based on social abilities rather than embracing unique talents, 

Indeed, many individuals who embrace the concept of neurodiversity believe that people with differences do not need to be cured; they need help and accommodation instead.

— John Elder Robinson

How you can creating a welcoming workplace for neurodiverse employees 

There are three main areas business can consider when adapting their workplaces for neurodivergent people. Process and practices, particularly around hiring, the workplace environment and methods of communication. How to address these: 

• Adopt Inclusive hiring processes. Ensure the language used in job advertisements is inclusive. If the role is one that is suitable for a neurodivergent individual offer the opportunity to present their skills via a written assessment or completion of a work sample. Consider providing questions in advance. Avoid making “cultural fit” a priority, 

• Provide flexible working arrangements including variation in hours, start and finish times to better suit individuals, 

• Consider creating a workplace that can adapt to individual needs rather than expecting individual to adapt to workplace. If the employee has sensory sensitivities allow them to work in a quiet area or offer flexible working arrangements, 

• Social interactions can be challenging for some neurodivergent people. Provide inclusive options for social interaction and allow opportunities for people to withdraw from social activities if they are uncomfortable. Consider how you run your team meetings and if traditional processes need to be adapted to meet the needs of individuals. 

• Communication methods and styles may need to be altered to avoid misunderstandings. Find out how your neurodiverse staff process information and communicate accordingly. 

• Create a safe environment where people feel comfortable talking about neurodiversity. Support them to create connections in the workplace, provide mentors. 

• Educate your leaders and staff on neurodiversity and the benefits of including neurodiverse people in your workplace. 

For more information on how Enmasse can support your workplace contact us  enquiries@enmasse2.com - www.enmasse2.com.au 

References https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage https://www.forbes.com/sites/forbestechcouncil/2021/08/13/neurodiversity-as-a-strengthening-point-for-your-team-and-our-society/?sh=7179e05d28f9 https://www.amaze.org.au/creating-change/research/employment/ 
https://www.psychologytoday.com/au/blog/my-life-aspergers/201310/what-is-neurodiversity