How is Neurodiversity changing the workplace?
Neurodiversity is a rapidly growing buzzword in the workplace. When we take time to grow our understanding of Neurodiversity we are able to embrace and empower the many different brains among our teams and workforce.
When businesses and organisations get this right, we see the magic and genius of Neurodiversity come to life as individuals move more in their strengths rather than struggling with their challenges.
The concept of Neurodiversity acknowledges that all brains are different, and that difference can increase the capability of our organisations.
Neurodiversity is different from the concept of disability, which focuses on what people can’t do. However, many Neurodivergent individuals are disabled due to the way our culture and society is set up. Neurodiversity places a strong emphasis on what people can do, and advocates for positive change in society to accommodate these differences. Some organisations call this ‘DIVERSEability’.
It's important to understand that Neurodiversity doesn't mean 'abnormal' or 'disordered'.
Neurodiversity is a natural variation in the human genome. Dr Luke Beardon coined the term Predominant Neurotype (PNT) instead of referring to Neurotypical brains. Different cultures can have a different PNT and our response to Neurodiversity is impacted by our PNT.
It's not a disorder, disease or disability; it's just different from what we've come to expect from the established norms of our culture and society. Neurodivergent brains are not any less capable than non-neurodivergent brains; they just work differently.
There is nothing wrong with Neurodivergent brains and yet our culture and society have created a world in which Neurodiversity can often be disabling.
Neurodiversity is starting to change the workplace as businesses and organisations recognise that they need to pay much greater attention to inclusion, even when they are already relatively diverse.
A 2020 report by McKinsey shows that the business case for pursuing inclusion and diversity is as strong as ever and also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time.
One significant change that is taking place is the realisation that when we create work environments that enable Neurodivergent individuals to thrive, all individuals thrive. Employees, whether Neurodivergent or not, often feel more supported by their employers and are happier in the workplace.
Employee satisfaction is important for any business and this has been shown to be particularly true in today's competitive environment where companies must adapt quickly to stay ahead of their competitors.
Employees enjoy working at companies where they feel appreciated and valued by management as well as by other employees within their teams or departments. When employees feel appreciated they tend to perform better because they are motivated by pride in what they do, and job satisfaction, rather than just being motivated by money alone (which can often lead people away from doing things they love).
Neurodivergent employees feel more appreciated and enjoy their jobs more when they work for organizations that celebrate diversity.
Employers who recognize the value of Neurodiversity are more likely to attract and retain the best talent. The McKinsey report found that companies with highly diverse leadership teams outperform those with less-diverse teams by an average of 36%.
Organizations that embrace Neurodiversity tend to be more successful because they understand how best to leverage each employee's unique strengths, which increases productivity throughout the organization.
The workplace is changing to accommodate Neurodiverse differences, expanding to offer the flexibility that Neurodivergent individuals often need in order to thrive. Hiring diverse talent isn’t enough—it’s the workplace experience that shapes whether people remain and thrive.
There are 5 key components to ensuring the successful inclusion of diversity:
Diverse representation throughout the organisation.
Leadership accountability for inclusion and diversity ensuring a systematic approach.
Equality.
Openness.
Belonging.
As organisations begin to recognise and employ a full range of Neurodiverse expression, they benefit from the unique strengths, skills and abilities these individuals bring.
Here are just some ways that the workplace is changing in response to Neurodiversity:
Flexible environments that support varying and dynamic needs. This might be working from home, providing quiet workspaces or spaces that facilitate movement and noise.
Provision of flexible work schedules that recognise the speed at which some neurodivergent individuals can work to complete tasks faster than expected while also honouring their need to take down time.
Establishing norms for open, welcoming behaviour and asking leaders and employees to assess each other on how they are living up to that standard.
Creating communities of belonging within the organisation to amplify the full range of Neurodivergent voices.
Weaving training and education into all levels of the organisation to move Neurodiversity from a buzzword to a valued asset.
Organisations that take time to grow their understanding of Neurodiversity are able to embrace and empower the many different brains in their workforce. This leads to increased organisational capability and performance while also supporting all individuals, not just those with Neurodivergent brains, to thrive.
If you'd like to find out more about how Neurodiversity training can support you and your teams, let's talk.
