Creating a neuroinclusive workplace beyond Autism Awareness Month

We’ve explored the phenomenon of Inclusion Washing in a previous article – The Dangers of Rainbow Washing – and as Autism Awareness Month draws to a close, it feels like a timely reminder on how to avoid the same pitfalls when it comes to neurodivergence

Washing is sneaky but pervasive tactic organisations use to improve their public reputation by talking the talk without walking the walk. On the outside, they look as though they are allies championing a cause, yet they lack evidence of doing so at a systemic level within their organisation. Often, however, this is accidental. Many organisations think they are in fact aligned to a cause and fail to realise that the employee experience speaks differently.

So if you have participated in Autism Awareness Month in any way, great! Building awareness is a fantastic place to start, but it’s what comes next that matters most. What are you going to do with this new information and how can you apply it in your workplace? 

From Awareness to Action

The last few years have seen a sharp rise in diagnoses, suspected diagnoses and online searches for neurodiversity in all its forms. And unlike what the tabloids might like you to believe, we think it’s a cause for celebration rather than concern. Individuals are coming to understand the vast spectrum of neurotypes we exist on and are advocating for ways of living and working that work with their brain, not against it.

As a result, we’ve been delighted by the rise in enquiries we have received from organisations about neurodiversity, wanting to understand how they can better support their people and create an inclusive workplace.

We mentioned a key word earlier: systemic. A neuroinclusive workplace is one that has the systems in place to support its neurodivergent individuals through its policies, processes, training and beyond. And the best part of this? A neuroinclusive workplace actually supports everyone better, not just your neurodivergent people! There’s no need to take one approach for neurodivergent colleagues and another for neurotypical colleagues.

Five Key Areas of Focus for Driving Neuroinclusivity

Neuroinclusivity training

Just over half (52%) of employers in a recent CIPD survey said there is a general awareness across their workforce about what neurodiversity is and why it’s important. Given that around 15-20% of the UK population are neurodivergent – and many more exploring a diagnosis – a foundational understanding of neurodiversity is vital.

Neuroinclusivity training introduces your people to key terminology, experiences of neurodivergent people and explores how everyone has a role to play in creating a neuroinclusive environment.

Inclusive leadership

In the same survey, less than half of the respondents said managers feel capable and confident to support neurodivergent individuals at work.

Inclusive leadership training focuses on tools to help you manage diverse workforces, centred around an evidence-based approach. By clearly defining what success looks like and providing objective measure for this, your leaders create freedom for their teams to achieve the required output in ways that suit them.

An inclusive leader who is empowered to allow flexibility, variety and leads with empathy is a vital part of a neuroninclusive culture. Our takeaway? Inclusive leaders are those who show the courage to ensure non-inclusive behaviour is not tolerated and that accessibility is non-negotiable.

Inclusive hiring

A truly neuroinclusive culture includes people before they’re even part of your organisation: job applicants. You’d be shocked at the incredible applicants you could be losing out on because your hiring process is confusing, longwinded and inaccessible!

From the language used in your job advert to how you pose interview questions, an inclusive hiring process levels the playing field and lets diverse talent shine.

Performance management

Traditional performance and talent processes take a one-size-fits-all approach, making them ineffective and unfair for neurodivergent people.

Instead, consider an evidence-based, data-driven approach that assesses people as unique individuals. The way goals are set, the format in which feedback is given, and the metrics by which success is defined can all be tailored to the individual to complete the loop of an authentically neuroinclusive workplace.  

Workplace adjustments

Of the 31% of neurodivergent employees who hadn’t shared their neurodivergence at work in the CIPD survey, their reasons painted a saddening picture:

·       37% were concerned about people making assumptions based on stereotypes

·       34% felt there’s too much stigma

·       29% were concerned about the possible impact on their career.

Taking a proactive approach to adjustments by offering them to everyone as standard is a powerful way to support your neurodivergent population (or anyone with a disability, for that matter) and help them thrive in their role.

An award-winning platform such as ClearTalents helps both employees and line managers implement the most impactful workplace adjustments. Plus, 90% of adjustments recommended by the platform are low cost, or even free.

For expert advice on any of the solutions in this article, get in touch today.

Survey source: Neuroinclusion at work report 2024