Did you know that around 10% of the population are neurodivergent? This means a one size fits all approach is neither realistic nor helpful when it comes to how we work. So how can you support neurodiversity in the workplace? Our dedicated team suggest some starting points in this article.
Diversify your hiring process
Making your company attractive to a wide range of potential candidates might mean changing the way you hire. Let’s start with the job description; ensure that it’s clear and concise and be non-ambiguous about which skills are essential and which are nice-to-haves. It is also a good idea to include a nod to your company’s diversity and inclusion policy in the job ad so prospective employees feel welcomed from the get-go.
Educate your workforce
Neurodiversity is unfortunately still widely misunderstood, with many people’s ideas rooted in damaging stereotypes and false information. As a manager, you can help challenge these misconceptions by educating your workforce on neurological differences. By encouraging dialogue on the subject, people will likely feel more comfortable asking questions and sharing their personal experiences. The more we further our understanding of neurodivergence, the better our working world and wider society will be as a result. As always, communication is key.
Publicly demonstrating that your company is supportive and making reasonable adjustments for neurodivergence will also help attract new talent.
Recognise and cater to different working styles
Whether neurodivergent or neurotypical, everyone works best in different ways. As a company, it is important to recognise these working styles and cater to these where possible to maximise morale and increase overall productivity. For example, one employee may find large tasks too overwhelming and wish to break it down into more manageable chunks. Someone else might need to work in a quieter part of the office due to sensory overload in order to complete tasks effectively. Whatever it is, adapting your management style to cater for individual needs can work wonders for productivity and everyone involved for that matter. Recognising where your employees’ idiosyncratic strengths lie ensures that everyone is happy and able to thrive in their role.
Looking for your next managerial role? Check out our open vacancies today or get in touch with one of our consultants via info@wearepillar.com for one-to-one career advice.
Comentários