Neurodiversity adds value to your organization
Neurodiversity in the workplace is gaining more attention in organizations
Neurodiversity in the workplace is receiving increasing attention within organizations. It involves recognizing and valuing the differences in brain function that exist among people. Neurodiversity is therefore not seen as disorders or abnormalities. Instead, it is considered a form of diversity that adds value to a team or organization. Nearly 25% of employees have a neurodivergent brain—a less common neurological wiring—with many variations, such as autism, AD(H)D, high sensitivity, giftedness, dyslexia, dyscalculia, Tourette’s syndrome, and bipolar disorder.
Involve neurodiverse employees in the employee journey
People with neurodiversity think, learn, and process information differently. Understanding these differences and aligning the employee journey accordingly is essential to creating an environment where neurodiverse employees can thrive. Before innovating the employee journey, it is crucial to understand and get to know the neurodiverse employees within your organization. What are their needs, desires, frustrations, and habits? What makes them happy? What solutions fit their needs?
Include neurodiverse employees in preparatory research by engaging with a specific focus group or conducting one-on-one interviews. Ask about their experiences and which adjustments they find valuable. This builds trust and increases the likelihood of a successful implementation.
More customization
There is no one-size-fits-all approach for neurodiverse employees. By offering tailored solutions and taking individual needs seriously, organizations can create an employee journey where everyone feels heard and supported. Many neurodiverse employees work better when they can set their own pace and take on tasks that match their strengths—even if those tasks fall outside conventional standards.
Flexible working hours and clear task structures can help them stay productive and motivated. Open discussions between the manager, the team, and the neurodiverse employee allow for the identification of suitable tasks and the possibility of flexible work schedules.
For some employees, mandatory team lunches, Friday afternoon drinks, team outings, or commuting during rush hour can be stressful. Providing the option to opt out of these activities can alleviate stress. Additionally, offering access to specialized neurodiversity coaches in employee support programs can be beneficial.
Saskia Schepers, author of Als alle breinen werken (When All Brains Work), states:
“It turns out that neurodivergent individuals benefit greatly from being reminded of who they are or who they are meant to be and rediscovering the value they bring to an organization by being themselves. This became very clear to me through the neurodiversity network I co-founded at ABN-AMRO. Peer-to-peer contact has proven to be extremely valuable.”
Personalized onboarding and training
The onboarding phase is crucial in the employee journey. Many neurodiverse employees benefit from adjustments in the onboarding process to reduce stress and prevent overwhelm. This means onboarding should be flexible and customized.
For neurodiverse employees, it may be helpful to receive information step by step and have a designated mentor. Implement a buddy system where new neurodiverse employees are paired with experienced colleagues. Use short training modules instead of intensive training sessions so they have time to process the information at their own pace.
An optimal workplace
A suitable workspace is essential for neurodiverse employees. Consider visual, auditory, and structural adjustments. Autistic employees, for example, may be sensitive to environmental stimuli. Provide quiet workspaces without visual distractions and offer noise-canceling headphones. Alternatively, allow for more remote work than usual. Employees with ADHD may benefit from standing desks, allowing them to move rather than remain seated for long periods.
Adapting communication and work methods
Effective communication is a key aspect of a positive employee journey. Neurodiverse employees may have different communication preferences. Some require clear, structured, and concise information, while others function better with visual support or meeting notes.
Ensure that important announcements are shared in multiple formats, such as email, visual summaries (e.g., infographics), and verbal communication. For dyslexic employees, using a more readable font can make a significant difference.
Candidates can also benefit from small adjustments, such as including a photo of the office building and entrance in their interview invitation.
Some neurodiverse employees need additional time to respond to meeting agenda items. Provide the information well in advance or build in extra response time. A dialogue and decision-making method like Deep Democracy, which values minority perspectives, can help ensure that neurodiverse employees are not overshadowed.
A win-win situation
Enhancing the employee journey for neurodiverse employees starts with recognition, understanding, and adaptation. It requires a conscious policy that prioritizes flexibility, open communication, and tailored support. By considering the unique needs and talents of neurodiverse employees, organizations can create an inclusive work environment that benefits everyone.
Ultimately, not only neurodiverse employees benefit from these adjustments, but also the entire team and organization. A richer diversity of perspectives and skills leads to a better employee journey for all—a true win-win!
