Neuroinclusion in the workplace
With a varied workforce, businesses in the UK need to provide inclusive policies and practices. One key area that must be addressed is neuroinclusion. Neuroinclusion in the workplace is the practice of supporting and valuing employees with different learning, thinking and processing styles. These are sometimes called neurodivergent conditions and include autism, ADHD, dyslexia and other conditions.
Having policies and practices in place can benefit both the employees and the organisation. The aim is to create an environment where everyone can thrive.
What are the benefits of Neuroinclusion?
There are several benefits of neuroinclusion for the organisation:
Better problem solving
Different and diverse cognitive styles can help teams look at and solve complex and complicated problems differently. Some neurodivergent people see connections that others can’t, leading to more straightforward solutions to complex problems.
Enhanced innovation
Neurodivergent people can bring a different perspective to any problem or challenge, leading to more creative solutions.
Improved decision-making
Different perspectives can help clarify the decision-making process and lead to more informed decisions.
Increased productivity
Some teams containing neurodivergent people can be more productive than others. This may be because those neurodivergent employees are more focused and make fewer errors.
These are many benefits an organisation will likely experience when employing neurodivergent employees.
How can you create a neuroinclusive workplace?
Before employing neurodivergent employees, you must have policies to cater to their inclusion. There are five key areas you must address.
Manager Training
It is essential to ensure all managers understand how to support all employees, including those with neurodiversity. This involves educating managers on the benefits of engaging and working with neurodiverse employees and how best to integrate them into teams and the wider workforce.
Raise Awareness
Increase awareness amongst employees about neurodiversity and how it can benefit them, their teams and the organisation. This involves education and clarification of misconceptions employees may have about neurodiverse people. Ensure information is freely available to all employees and create an atmosphere of inclusivity.
Implement reasonable adjustments
Organisations must accommodate different learning styles and communications preferences when integrating neurodiverse employees into the workforce to ensure everyone benefits. Employers need to be open-minded about the ways their employees prefer to work.
Create a neurodivergent policy
Establish additional guidelines for supporting neurodivergent employees to ensure no discrimination in the workforce. Ensure the organisation’s commitment to neuroinclusion and any steps taken to create an inclusive environment.
Review Recruitment
Having put in place policies and practices to support employees, neurodivergent or not, ensure recruitment policies are clear. Any job descriptions and application processes must be inclusive and accessible.
Understanding and meeting the challenges of a neuroinclusive workplace
When organisations understand the benefits of engaging neurodivergent employees and meet the challenge of integrating them into a neuroinclusive workplace, they will have taken the first step to improving problem solving, decision-making and productivity.
An Oxford University Guide on “How to Create a Neuroinclusive Workplace” is a good place for organisations to begin their journey.