Managing a neurodivergent employee — someone with autism, dyslexia, ADHD or another diagnosis — can be a perplexing challenge. Each neurodivergent employee is an individual with their own unique set of skills and challenges. Some have trouble retaining information, and others have trouble focusing, and so on. How do you, as a manager, help neurodivergent employees meet their goals successfully?

Empathy is an important skill for managers, especially when one or more of their team members is neurodivergent.

Determine whether you need to adjust the process to accommodate the employee.

Neurodivergent people often process information differently and, therefore, may approach a task from a different angle or at a different stage of the process. Find out as much as you can about how employees address specific tasks and what they understand about the tasks they are assigned. Then, adjust the process where possible.

What would this adjustment look like? 

Approach the employee with curiosity and a positive willingness to listen to their approach to a process, task, or situation. Genuinely show interest and empathy in the interaction. It’s amazing what you can learn about employees when you take the time to listen to their take on their job and related tasks. These divergent thinkers who do things differently may astound you with how their process may be even better than the status quo way of getting the work done.

One of my clients had an engineer who was smart and capable but who was not filling out the required reports on time. The problem was not willful noncompliance by the employee. We determined that the employee had trouble remembering sequential instructions and could not access and use the reporting system very well. Additional hands-on instruction and a written “cheat sheet” helped resolve the problem. The manager was able to extend the reporting deadline so that the employee could file their reports correctly.

How does the employee best retain information?

For example, a person with ADHD or in the autistic spectrum may have trouble listening to and recalling verbal instructions, especially if they are complicated or have several sequential steps. A written recap with step-by-step instructions is extremely helpful. For some employees, a video recap from a zoom meeting or screen capture video “How to” instructional session would be invaluable.

Some employees remember details better when they are shown the task or when they perform the steps under instruction. Have a team member work directly with them to walk through the task a few times. Record the tutorial so it can be accessed by the employee for review later.

Is anxiety hampering employee performance?

One client I work with has an employee who is brilliant but who has trouble delivering information to an audience of any size — be it in a team meeting, a large conference room, or at an event. Another client has employees who get overwhelmed when presented with a large project or a large task outside their normal, daily work.

How to minimize anxiety

To reduce their anxiety, help them prepare, whether it’s for a presentation or achieving a specific goal.

• Break down the project into smaller, easily achievable steps. Give each step a mutually agreed-upon deadline.
• Communicate by sending a recap each week (or each day, if necessary) of the goal, the steps they have already completed, and the next step on the list.

For presentations, hold a rehearsal, or two, or three! There’s a reason why actors rehearse plays for months before a performance. Presenters need to rehearse, too.

• Have the employee present in front of one person. Then, have them present in front of the team.
• Go over scenarios that may happen during a presentation and determine how to handle each potential scenario. What if the microphone cuts out? What if the projector doesn’t work that day? What if a moderator asks a curve ball question — how do they field that?

Most importantly, listen to your employees. Often, they can see a different way to approach a problem or task and get the same result. If they know that they can explain this to you, without judgment or being told they must do things exactly the way they are originally laid out, then they’ll be much more confident in telling you when there’s an issue. When you work with them to find a solution, they’ll feel respected and seen, and that their contribution to the team makes a difference. It’s an absolute win-win when you approach goal-setting with an open mind, open ears, and real empathy.

Photo Credit: BalanceFormcreative, iStockphoto standard license

If you enjoyed this article, join my email list to access all of my free neurodiversity in the workplace guides, including my eBook “Neurodiversity in the Workplace; Things to consider before you jump on the bandwagon. ”

Susan is a recognized authority in the learning and collaboration space. Her ‘lived experience’ as a neurodivergent, combined with her three-plus decades in the field of learning disabilities and neurodiversity, uniquely qualifies her as an expert in this field. Because she understands the struggles of someone whose brain is wired differently, she is passionate about creating a world that empowers and values neurodivergent talent.

Sources:

https://www.fastcompany.com/90763953/these-management-changes-for-neurodivergent-employees-make-work-more-accessible-for-everyone

https://www.neurodiversityhub.org/resources-for-employers

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Goal-setting with Neurodivergent Employees appeared first on Susan Fitzell.

How the Law Supports a Neurodiverse Workplace

There are countless reasons why it’s a good idea to create more neurodivergent-friendly workplaces. Research has proven that a neurodiverse workforce increases productivity and gives businesses a creative cutting edge by harnessing the entire spectrum of human thought processing.

There is, however, one really important factor that a lot of people in the neurodiversity movement tend to skip over.

The law.

Obviously, neurodiversity initiatives implemented out of awareness and a spirit of inclusion are ideal. But the fact of the matter is that if you don’t have them, you may be unintentionally violating your neurodivergent employee’s rights under the Americans with Disabilities Act (ADA) of 1990. And if you happen to be a company that works with the federal government through contracts, you are also held to the requirements laid out in the recently added (2014) Section 503 of the Rehabilitation Act of 1973. More recently, President Biden issued Executive Order 14035, laying out ways for increasing diversity, equity, inclusion, and accessibility (often referred to by the acronym DEIA), for those who work for the federal government itself.

So what do these laws say about legal accommodations for neurodivergent workers? What legal requirements exist to encourage neurodiverse workplaces?

Protecting Neurodivergent Workers: What does the Law Say?

I really don’t like complicated legalese. But, some things are worth knowing.

Section 503 states, “… the party contracting with the United States shall take affirmative action to employ and advance in employment qualified individuals with disabilities.”

The intention of this law is to help close the gap between employed and unemployed disabled workers. For the businesses that fall under the domain of section 503, they should have a stated goal for 7% of their workforce to fall into the “disabled” category, and a verified affirmative action system in place to help meet this goal. Compliance with this law is necessary if a company wants to get a contract with the federal government.

The ADA, which is broader and serves as a protection for all disabled Americans, is not quite so easy to quote. To keep it brief, it basically states that Americans with disabilities have a right to “reasonable accommodations,” not only to do their job, but also to the interview process to get that job, and to “enjoy equal benefits and privileges of employment.”

But wait a minute… I feel like there is something here that needs to be clarified before we go any further.

Neurodivergent people are not necessarily disabled, right? Neurodivergence isn’t a disability. I have said it time and again.

But, and this is a very big BUT…

It cannot be denied that neurodivergent conditions create certain difficulties for those trying to make their way as independent adults in a neurotypical world. This is especially true when trying to hold down fulfilling employment. This is why the protection of the ADA is so important to the neurodivergent community.

For legal reasons, the ADA defines a disabled person as someone who:

• “Has a physical or mental impairment that substantially limits one or more major life activities;”
• “Has a record of such an impairment; or”
• “Is regarded as having such an impairment.”

Under the law, neurodivergence may be considered a disability because it falls under the category of “mental impairment.” Divergent thinkers, depending on their circumstances, are protected by the ADA and have the right to “reasonable accommodations.”

Universal Accommodations: Be Compliant with the Law through “Accommodations” for Everyone

I have spoken to many business leaders who balk at the idea of implementing a “Neurodiversity Inclusion Plan”. They immediately see red tape, paperwork, and a reworking of their entire HR system. There is an unfortunate misconception that welcoming and accommodating neurodivergent employees is complicated.

I am happy to tell you that this is not true.

There is one simple and single-handed way to make sure your company is in complete compliance with all the laws protecting neurodivergent workers: create a company culture (and the policies to support it) where accommodations once reserved for certain individuals are universal. I like to call this Dynamic Workplace Design.

Neurodiversity initiatives should have the goal of making every individual worker feel safe, accepted, and supported in their work environment.

If you are going to offer noise-canceling headphones for one worker, why not make them available for everyone?

If you are going to create workspaces that limit sensory stimulation for sensitive individuals, ask yourself if it is possible to extend that option to any employee that may benefit from that kind of workspace.

This being said, if a neurodivergent worker does need to request a specific accommodation, they have a right to do so under the ADA. This requires them to disclose their condition. The employer must authorize the requested accommodation unless it would create unreasonable hardship for the company. In that case, it is recommended that an alternative arrangement be made that both meets the employee’s needs and is within the reasonable capabilities of the company.

The thing is, most neurodivergent workers rarely choose to reveal their divergent condition. This is especially true in the workplace, where stigma, misunderstandings, and prejudice against divergent thinkers are particularly common and have dire consequences. It may only be when problems arise, and an employee feels backed into a corner, that they decide to reveal their diagnosis and ask for accommodations.

At this point, there may be conflict between the worker and management. This could lead to allegations of discrimination and potential legal actions.

Complicated situations like these can be avoided by intentionally creating a company culture that values neurodiversity in both words and actions. Universal “accommodations” are an easy way to avoid red tape, legal complications, and unnecessary paperwork by making sure your entire workforce feels supported and empowered.

Self-Disclosure: Why it’s Important for Compliance with the ADA and Section 503

One of the fundamental pillars of the ADA and Section 530 is confidentiality. All workers who disclose their neurodivergent condition in order to request accommodations or participate in affirmative action type hiring programs must be able to trust that their medical information will be held in strict confidence.

There are countless reasons why divergent thinkers may opt to never self-disclose their neurodivergent condition. One of these is the fear of being called out publicly for their “differences” and held up as an “example” of the company’s neurodiversity initiatives. This can be humiliating. For those who have carried the weight of a stigma-laden label around for their entire school lives, the workplace can serve as an opportunity to leave that baggage behind. Many divergent thinkers prefer to stay in the shadows, mask, and pass as neurotypical to the best of their ability.

When workers refuse to self-disclose their condition, it can create some potential problems. Companies may struggle to meet that 7% goal as laid out by Section 503. Without self-disclosure, there is no way to measure the success of neurodiversity initiatives. This makes it difficult to monitor and track progress when it comes to an organization’s DEIA programs.

How can a company promote self-disclosure by neurodivergent workers?

• Have clearly defined policies that respect absolute confidentiality.
• Promote a company culture free of bullying, stigma, or shame surrounding accommodations and neurodivergence.
• Offer accommodations to all, through Dynamic Workplace Design, without the requirement of self-disclosure.
• When on-boarding new employees, encourage them to voice their needs early on and educate them about the procedures and policies surrounding voluntary self-disclosure and accommodation requests.
• Appoint a dedicated accommodations officer, allowing employees to voice their needs to someone other than their immediate supervisor or manager.

Self-disclosure by neurodivergent workers benefits businesses when it comes to meeting diversity and inclusion targets. And if complying with Section 503, it’s required by law. So why not create a work environment where divergent thinkers feel safe, supported, and inspired to reveal a very private part of their identity.

Best Practices to Protect the Rights of Neurodivergent Workers

In addition to all the steps I outlined above, there are some complementary actions that can be taken to guarantee compliance with the law while going above and beyond to create a neurodivergent-friendly workplace.

1. Conduct an annual internal audit to determine the success of your neurodiversity initiatives. Is your business in compliance with its own policies?
2. Reach out to state and local advocacy organizations. How can they help you create a more neurodiverse workplace?
3. Review for pay gaps. Are your neurodivergent workers earning less than their neurotypical counterparts?
4. Create an employee resource group made up of neurodivergent workers and allies to promote inclusion, equality, and advocacy in the workplace.
5. Take advantage of public resources such as JAN (Job Accommodation Network) and EARN (Employer Assistance and Resource Network on Disability Inclusion) when you need assistance or advice on accommodations or legal matters.

Protecting the Rights of All Workers

Slowly but surely, as our understanding of the human mind evolves, society is learning to leave harmful stereotypes in the past. Understanding is beginning to replace stigma. Empathy is overtaking judgment. But it is still an imperfect world, and the protections provided by the ADA and Section 503 continue to be necessary to protect the rights of workers, especially those with seemingly invisible disabilities.

Where Dynamic Workplace Design and universal accommodations are a reality, the law becomes an afterthought. Legal compliance is a natural consequence of a work environment and company culture organized to respect the unique needs of every employee.

Resources and Recommended Reading

Leen, Craig E. Neurodiversity and the Law: A Beginner’s Guide to Workplace Compliance. A course offered by Lawline, Production Date, Dec. 13, 2021. Retrieved April 5, 2022 from <https://www.lawline.com/course-center/neurodiversity-and-the-law-a-beginners-guide-to-workplace-compliance-2/on-demand>

Neurodiversity and Psychological Safety at Work

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

Photo by Tingey Injury Law Firm on Unsplash

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Legal Accommodations for Neurodivergent Workers appeared first on Susan Fitzell.

Diversity of thought may be silently lurking – Give it a voice

A common excuse I hear against creating a more diverse workplace is that it is simply more work. However, this is true whether we are talking about culture and gender diversity or neurodiversity in the workplace. When we have different individuals working together, new challenges arise. 

Diversity requires businesses to identify areas of conflict and propose solutions. Building an inclusive workplace culture is an investment in time, energy, and resources.

However, for the issues that may occur, neurodiversity in the workplace brings a lot of advantages. Cognitive diversity improves creativity and problem-solving. People who think in different ways may see inefficiencies and better ways of doing things. 

I recently spoke with Gregg Gregory on his podcast The Teamwork Advantage about the importance of neurodiverse teams and how to nurture them.

So, what can businesses and managers do to hire more neurodivergent people and create a workplace that allows them to thrive?

Hiring Practices that Attract Neurodivergence

Many traditional hiring practices do not accommodate people with neurodivergence, or only accommodate those who have learned to mask their neurodivergence. Masking is the ability to act like a neurotypical person in social settings. This behavior is often learned while young to fit in with peers.

Traditional hiring practices are tailored to people with neurotypical brains. They require a good grasp of social norms to succeed. In-person interviews, for example, require a lot of eye contact and positive body language. It also requires the interviewee to read between the lines and address the subtext of a question along with the actual question. These practices would rule out some candidates with Attention Deficit Disorder with Hyperactivity (ADHD) or autism, regardless of how capable they are for the actual role.

The practice of asking for a resume or cover letter may also eliminate neurodivergent people. It is an obvious barrier for people with dyslexia, but other neurodivergent groups may also struggle to know what to write. Unless they get professional help to write these documents, they may not even make it through the process to get an interview.

Currently, companies in the finance and technology sectors are recognizing that neurodivergent people have a lot to offer. They see things in a completely different way than neurotypical people, which leads to a lot of innovation. I think part of this is because of successful examples of neurodivergent people like Elon Musk, Bill Gates, and Richard Branson. 

Companies that are looking to hire neurodivergent employees haven’t dropped traditional hiring practices, but they have added processes that allow them to better assess the suitability of candidates. In many cases, they ask candidates to complete mini-projects or solve problems to see their abilities. This is a win-win situation for companies because they are hiring people who can do the job, not just people who fit the neurotypical mold.

Fostering Neurodiversity in the Workplace

Hiring a neurodiverse team is only part of the process. Companies also need to create an atmosphere where neurodivergent people feel safe and comfortable. Without this, your neurodivergent team members will not thrive, or worse, they may face hostility from colleagues or managers.

I like to look at the pandemic as an example of what happens when companies accommodate the needs of their employees. Before the pandemic, corporate culture was adamant that employees needed to be in the office to achieve peak productivity and collaboration. It was thought that allowing employees to work from home would cost too much in terms of productivity, system management, and company culture.

But when the world was forced to work from home, we discovered that wasn’t the case. Companies that loosened the reins and were open to different ways of working thrived during the pandemic. So, for companies who wonder how best to support neurodivergent workers, the answer is, the same way you supported workers during the pandemic. Let your team tell you how they work best, be open to trying different things.

It is not just people with autism, ADHD, or sensory processing disorders who will benefit. Taking a flexible approach to the workplace will benefit all your employees. It will help people with different learning preferences, different social capacities, and even those experiencing stress to have a better workplace experience. Discussions around working styles and needs will help your team become more sensitive to each other’s needs.

A great example of this is Ultranauts Inc., a software testing company that employs many autistic people. All new hires are given a BioDex, A user manual for every teammate, that introduces them to their new team members. Included in the BioDex is data about preferred working styles and communication methods to ensure a harmonious work environment. 

This kind of initiative not only helps neurodivergent team members, but neurotypical team members also benefit from people communicating with them in their preferred manner.

An employee user’s manual is a great step in promoting the cultural change that is necessary to successfully create a neurodiverse team. It provides opportunities for people to consider their work preferences and understand that others may have different inclinations. So, when someone with a sensory disorder needs to wear earbuds or headphones at work to concentrate, it is less likely to cause offense to other team members. It also opens the door for neurotypical employees to be able to use noise-canceling headphones when they need to concentrate; open-plan offices aren’t conducive to deep focus.

Innovation in the Working Environment

Being open to creating a workplace that is conducive to the needs of neurodivergent employees means understanding that people work best in different ways. While it’s important to have conversations about how to make workplaces more inclusive to neurodivergent people, these conversations are futile when C-Suite executives promote a “one size fits all” approach to workplaces. Even neurotypical people don’t all work in the same way. Extroverts may thrive in open-plan offices, while introverts would prefer more privacy. Visual learners may struggle in verbal brainstorming meetings, while auditory learners may thrive.

By empowering employees to discuss their individual needs, businesses can create a workplace where workers can reach their full potential. Think about it; an introvert is never going to be able to do their best work in an open-plan office when people keep stopping by their desk to “pick their brain.” But if they had the ability to tailor their work environment to their needs, they could improve their output. It doesn’t require renovations or expensive tools. An introverted employee could discuss working from home when they need to or wearing headphones in the office when they need more focus. They could discuss their communication preferences with colleagues and ask them to email instead of stopping by.

Yes, these culture shifts make the workplace accessible to neurodivergent people, but they also result in an overall happier, more productive workforce. Cultivating a neurodiverse team should not be viewed as disruptive or too much work; it is a win for everyone involved.

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post How to Cultivate Neurodiversity on Workplace Teams appeared first on Susan Fitzell.

Ask any non-profit, and they will tell you — one of their biggest challenges is recruiting and retaining a dedicated team of volunteers. Between limited resources for recruitment campaigns, the time constraints of your volunteers, burnout, personality differences, and on and on… it can be hard to find the help you need.

There are simply not enough people to do all the work that requires doing. And those who are doing the work, showing up out of sheer dedication to their chosen cause, need to be supported.

So the questions arise, time and again. How do we support the volunteers we already have, so they stick around? How do we attract new volunteers? And one of the questions often thought, but rarely voiced aloud, is how do we work to mitigate personality differences and create competent teams?

I’d like to suggest a novel idea.

Embrace neurodiversity. Seek out neurodivergent volunteers.

Neurodiversity: the Rising Superpower of Business

Neurodivergence is how we describe those neurological conditions that cause people to perceive and interact with the world in a way that may seem different or “off” to a neurotypical person. A neurodivergent person has usually been diagnosed with a condition such as autism, dyslexia, ADHD, or dyspraxia. This term also covers conditions traditionally associated with mental health disorders, such as obsessive-compulsive disorder (OCD) or anxiety. Neurodivergence can also result from traumatic brain injury.

Neurodivergent individuals make up a sizeable portion of the human population. As of 2017, the CDC estimates that over 2.2% of the adult population in the US falls somewhere on the autism spectrum (Dietz, Rose, McArthur, 2020). In 2016, the estimate was that 9.4% of children in the US have ADHD, over 3 million of whom were adolescents at the time and are now adults (Danielson, Bitsko, et. al, 2018).

I could go on and on with the stats for each neurodivergent condition, but I think you get the idea.

There are a LOT of neurodivergent individuals in the world. Some organizations estimate that up to 30% of the human population falls within the boundaries of a neurodivergent diagnosis.

It’s true that many neurodivergent people are seriously impaired by their conditions. It is also true, however, that many divergent thinkers are competent individuals, fully capable (and in some cases more capable than most) of solving problems, managing their lives, and being productive members of society.

A fascinating and revolutionary movement is taking place in the modern workforce. More and more businesses are recognizing the potential of these neurodivergent individuals. Hiring practices are becoming more equitable, opening the door to those who previously would have never made it past an interview. The workplace environment is becoming more inclusive as companies realize that “accommodations” should be universal, and for the benefit of their entire workforce. Slowly but surely we are seeing the tide change as businesses recognize and embrace the unique talents of the neurodivergent community. As a result, they are transforming their workplaces into neurodiverse communities of workers where all abilities have the opportunity to shine.

The results are noteworthy. Creativity and out-of-the-box thinking increase innovation and productivity. Diverse and inclusive workplaces foster employee loyalty. It’s a win-win situation for everyone.

So why not embrace neurodiversity in volunteerism?

Volunteerism and Neurodiversity: Solving Problems Together

When a non-profit group embraces neurodiversity in their volunteer program, they create a lasting impact that goes above and beyond the organizational mission.

Most importantly, neurodiversity initiatives allow organizations to solve some of the most pressing challenges that impact volunteer programs.

How Neurodiversity Initiatives Benefit Volunteer Programs

There are certain problems common to volunteer programs the whole world over. Here’s how your organization will benefit by adopting a neurodiversity initiative, or simply embracing an attitude of awareness and inclusivity towards neurodivergent volunteers.

Challenge #1: Finding Volunteers.

As multitalented as neurodivergent people are, as a demographic, they are still plagued by unemployment and underemployment. What does this mean for non-profits? That there is an entire talent pool of highly motivated and creative individuals itching to find productive work or your volunteer program to tap into.

Connect with state and local neurodivergent advocacy groups to advertise available volunteer positions.

Your organization can provide invaluable opportunities for divergent thinkers to practice job skills and build their resumes through meaningful work.

Challenge #2: Retaining Volunteers.

Volunteer retention is a challenge that most organizations know all too well. Too few people doing too much work leads to burnout.

More volunteers mean less burnout. Less burnout means greater retention.

Retention can also be improved specifically by working with neurodivergent volunteers, who have a tendency to be loyal and dedicated to their jobs. This has been proven to be true in the paid workplace, where the turnover of neurodivergent workers is incredibly low.

Challenge #3: Access to Specialized Skills

Sometimes an organization does not have the money to contract highly skilled workers to help with specialized jobs such as programming, data collection, data monitoring, or systems analysis, to name a few.

Many divergent thinkers possess specialized skills such as these that they would be more than happy to put to work for a good cause.

Neurodiversity Initiatives and Volunteer Programs: Things to Keep in Mind

Now that you’re on board with neurodiversity and volunteerism, I want to take a moment to discuss some potential complications that may arise, and more importantly, how to mitigate them before they present a problem.

Real inclusivity goes beyond simply welcoming divergent thinkers to your volunteer team. Any neurodiversity initiative needs to be backed up by education and awareness within the organization.

Complication #1: Interpersonal communication and relationships.

Neurotypical people have certain expectations about how to interact with others. Direct eye contact, a firm handshake, and maybe an easy-going conversation are par for the course. These behaviors may present a challenge for neurodivergent individuals. For some, they may be downright impossible.

This can lead to misconceptions that the volunteer is “rude” or “disrespectful.” Some might judge them for being “stuck up” or complain that they are “too introverted” or “talk too much.”

Solution: Check your expectations. Be flexible. Educate yourself, the staff, and other volunteers.

Is it really necessary that the volunteer be a good communicator to fulfill the role they are there for?

Learn about the distinct ways that neurodivergence can impact the ability to communicate and form relationships. Discover the preferred communication methods of each neurodivergent volunteer. Leave personal judgments at the door.

Complication #2: Microaggressions and Bullying

It can be difficult for a neurotypical to adapt to the unique character traits of a neurodivergent volunteer. This is particularly common when people have blind spots and are unaware of the stereotypes and judgments they carry about people with divergent conditions. This could result in frustrations that lead to misunderstandings, volunteers leaving their positions, or worse; microaggressions, and bullying.

Volunteers need a confidential way to report these situations. Psychological safety for every individual needs to be a priority for your organization.

Solution: Offer neurodiversity training and awareness programs for all volunteers and staff. Create an internal system that allows volunteers to report bullying.

Creating an organizational culture that values divergent thinkers and respects their differences is fundamental for their successful assimilation into the volunteer workforce. They need to feel supported and valued.

Complication #3: Accommodations.

Much like accommodations are occasionally necessary in the paid workplace, they may also be required in a volunteer situation. Some neurodivergent workers have sensory sensitivities. Others may have distractibility or focus issues. Others still may have communication needs that fall outside the realm of “normal”. Circumstances like these may require a little rearranging of the work environment to allow the volunteer to thrive and complete the work they signed up to do.

In a non-profit or volunteer situation, this may be difficult. Resources may be scarce, and there might not be money available to adapt the work environment to the needs of individual volunteers.

Solution: Adopt the philosophy of Dynamic Workplace Design. This essentially means that “accommodations” are universal in nature and available to everyone in the organization.

When interviewing new volunteers, ask them what they need to work best. If they require noise-cancelling headphones, and they have some at home, encourage them to bring them in. If they work best from home, try to find them a role that can be performed remotely. If they don’t work well with groups, what tasks can they do on their own?

The goal is to make each volunteer feel welcome and valued for what they can bring to your organization. Take an individualized approach to discover their unique needs, and accommodate them the best you can.

Universal accommodations are good for everyone, but critical for those with neurodivergence.

Strengthen your Volunteer Program through Neurodiversity

Organizations that count on volunteers know just how valuable they are. They also know just how priceless the work they do is. Why not create an inclusive space where everyone is welcome to share their talents, whatever those may be? Embracing neurodiversity may be just what your program needs to find those volunteers it lacks.

All it takes to tap into this underutilized talent pool is a simple shift in mindset. I challenge you to set your preconceptions aside. Challenge the stereotypes you may have. Question the limits of what you thought was possible.

By welcoming neurodivergent workers onto your team of volunteers, you not only strengthen your organization—you will be proactively participating in the creation of a more inclusive world.

References and Recommended Reading

Danielson ML, Bitsko RH, Ghandour RM, Holbrook JR, Kogan MD, Blumberg SJ. Prevalence of Parent-Reported ADHD Diagnosis and Associated Treatment Among U.S. Children and Adolescents, 2016. J Clin Child Adolesc Psychol. 2018 Mar-Apr;47(2):199-212. doi: 10.1080/15374416.2017.1417860. Epub 2018 Jan 24. PMID: 29363986; PMCID: PMC5834391.

Dietz PM, Rose CE, McArthur D, Maenner M. National and State Estimates of Adults with Autism Spectrum Disorder. J Autism Dev Disord. 2020 Dec;50(12):4258-4266. doi: 10.1007/s10803-020-04494-4. PMID: 32390121.

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Embrace Neurodiversity in Volunteer Management appeared first on Susan Fitzell.

Mary, an Intensive Care nurse in the UK, is exceptional at identifying problems and formulating protocols to solve them.

And she has a secret.

She was diagnosed with Autism in her last year of nursing school. Like most nurses, her dream is to help patients and improve their lives. This diagnosis changed her self-perception. She started looking at herself differently. She feared the diagnosis of Autism would make it difficult for her to be accepted and valued. She worried that her would use her autism against her.

During her studies, Mary preferred to perform solitary tasks. This was difficult during her clinical days, which required her to interact with patients. She disliked being touched. Stimulation from bright lights made her anxious. Yet, with support from a local group for autistic people, she graduated with honors and was hired to work in the ICU of a major hospital.

Although excited to live her dream of being a nurse, the ICU environment presented new challenges for Mary. She had to deal with constant machine noise. Also, touching patients was part of the job.

Determined to succeed, she explained how she got through her shifts. “When I first started the job, I would play medical equipment sounds on loop to familiarize myself with the stimulus.”

No amount of familiarization, however, could help her deal with her intense reaction being touched. Most of her colleagues are huggers and the stress of masking her autism was wearing her down. Finally, shen one of her peers approached to hug her, she blurted out, “I don’t like hugging. I’m autistic.”

To her surprise, her colleagues were quite supportive. They understood her need not to be touched. They appreciated the contribution that Mary brought to the team and chose to accept and support her.

Neurodiversity in Nursing Is a True Benefit to Healthcare.

Different thinkers fall under the umbrella of neurodiversity. Examples of neuro cognitive differences might include autistic, dyslexic, ADHD, etc. Unfortunately, most neurodivergent (ND) nurses are in hiding because they fear the negative consequence of discloser.

Neurodivergents often experience difficulty in training and professional development. Creating a supportive learning space for individuals with neurodivergent cognition can help improve patient care, encourage career development, and provide more opportunities for ND individuals to highlight their capabilities.

Identifying Learning Gaps in Neurodivergent Student Nurses

In most universities, expectations are that students must achieve a certain level of competence to complete the course successfully. Conventional nursing programs are tailored to favor neurotypical systems of thinking and learning. Much of the curriculum is still delivered by lecture. This can be challenging for ND people who pursue nursing as a profession. We are all differently-abled in how we learn and process information. Yet, educators often teach to one type of learner. That learner can process auditory information delivered by lectures and memorize information to successfully to pass tests. This is not an indication of intelligence or potential. This is about how different brains take in and process information.

Nurse training primarily requires one to acquire knowledge in a classroom environment and apply this knowledge in the care of patients. Some programs are now offering virtual reality training to supplement traditional classes. For some autistics, virtual reality can be overwhelming. A colleague of mine said, “My brain can’t handle virtual reality. It makes me physically ill.” So, what alternative is available for students who can’t learn effectively through virtual reality?

Traditional teaching methods often fail ND students as their approach to learning and processing information is different. Consequently, with traditional teaching methods, a learning gap often widens and impacts the performance of these students. Some nursing programs assess candidates’ social skills in the clinical setting, which is problematic for students in the spectrum. It’s understandable that a good bedside manner be part of holistic education in nursing, however, not all nurses need social skills. Autistic nurses may be outstanding when given duties that don’t require bedside manners. Rather than focus on their deficits, why not focus on their strengths and place them where their skills are valued and needed?

Neurodivergent nursing students are expected to succeed under the same classroom conditions as their neurotypical counterparts. Sometimes, these students may require supports such as examination adjustments, assistive technology, and lecture capture to properly grasp key ideas. Research into the effectiveness of these supports has largely shown that, when provided, they can boost the learning abilities and prospects of neurodivergent students by more than 70%. Additionally, many supports that exist for students today largely ignore the social and sensory needs of the neurodivergent population.

According to a Coventry University analysis on existing literature, autistic nursing students believe that, in many universities in the UK, academic support has been largely sufficient, although non-academic support has been severely insufficient.

Mental Well Being in a Stressful Profession

For student nurses to be successful in their coursework or continuing professional development, they must identify their unique needs and prioritize their mental well being. This is especially true for those that learn differently. For those of us whose brains are wired differently, we need to figure out what works for us and become experts on how we learn.

Hiding in Plain Sight

Due to the need to conform to societal norms, many neurodivergent people mask their differences. For nurses, this may affect their transition from novice to specialist. Professional development in nursing involves transition in nursing practice, accommodating change, inter-professional relations, and career advancement as leaders and mentors. Without recognition of diversity and proper support, nurses may not achieve their full potential. This is a huge loss, especially now, when there is a severe shortage of licensed nurses and a mass exodus in the profession.

Creating a Culture that Promotes Neurodiversity in Nursing Professional Development.

Connie Harris, a Doctoral student at the University of Northern Colorado School of Nursing, finds that many ND nurses are at risk of not attaining the success which their neurotypical counterparts may achieve. This is largely due to the fact that most nurses will require continuous professional development and training and neurodivergent nurses may fail to access learning adjustments, making learning difficult. These difficulties, her research suggests, make it more difficult to undertake as much continuing education as may be required to reach maximum potential in their careers. In the same vein, professional training, conferences, and certifications must emphasize tolerance and support for neurodivergents in the workplace.

It is our collective responsibility to embrace neurodiversity. Using a variety of teaching strategies in nurse training can go a long way in reducing the gap that limits ND nurses from achieving their full potential. Understand that these instructional changes do not compromise the quality of training. They improve odds that a more cognitively diverse class of nursing professionals are prepared to meet the challenges faced in the field today. By embracing these changes, we can build a more empathetic culture that recognizes and elevates the value of diversity in the nursing profession.

Call Back to Mary’s Story

Mary’s story is not unique in the world of ND people. When we view neurodivergent people through a lens of their limitations, we fail to realize their unique capabilities. When we view them through the lens of their strengths, everyone wins. This is the difference between having a deficit mindset vs a gifts mindset.

References

Tips for Neurodiverse Nurses — Daily Nurse

Neurodiverse Nursing Stories |Neurodiverse RCN | Peer Support Service | Royal College of Nursing

Neurodiverse Nursing Stories |Neurodiverse RCN | Peer Support Service | Royal College of Nursing

Clouder, D. et al. (2020). Neurodiversity in higher education: A narrative synthesis. Higher Education, vol. 80, no. 4. Pp. 757–778. Accessed from the Coventry University Repository.

Harris, C. (2018). Reasonable adjustments for everyone: Exploring a paradigm change for nurse educators. Nurse Education in Practice. Vol. 33, Pp. 178–180.

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

Photo Credit: Prostock-Studio

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Neurodiversity in Nursing Training and Professional Development appeared first on Susan Fitzell.

In working with neurodivergent people, it’s important to remember what value they bring to the table. When it comes to their value, long held stereotypes need to be identified and eliminated.

No one wants to be undermined or viewed as less-than because of what makes them uniquely human — both positive and negative. It boils down to prejudice. Humans tend to generalize to try to understand new concepts and, sadly, that includes attempts to understand other humans. Because it’s almost impossible to deeply understand an experience that we haven’t lived, most of us are unaware of what it’s like to be neurodivergent.

Let’s explore the world of neurodiverse success in the workplace through the lens of pop culture superhero narratives. Unique neurology can be a gift (or superpower) if the conditions are right.

Pathology or Power?

First up, is a fictitious hero, Daredevil. Daredevil’s “powers” are his heightened senses of hearing, smell, touch, and air pressure. The origin story shows that these powers developed to compensate for a different sensory deficit. His deficit caused him to hone and perfect his hearing and other senses to such a degree that “ordinary” people classed him as a superhero, capable of performing superhuman feats.

Here’s the flip side:

“This [his superpowers] also means that loud noises have the potential to trip up the hero. Not just super loud noises that would burst an ordinary person’s eardrums, but just loud noises in general. The kind that you can’t even call the police to complain about for disturbing the peace. Among the most dangerous places for Daredevil to visit are music concerts, traffic jams, and children’s sleepovers.”

What is the link to neurodivergence? Some neurodivergents may have a social blindness but adapt to this by compensating with other skills. Things like hyper-focus, narrow interests, and the appearance of being anti-social are pathologized. However, these are the very traits that allow them to excel in other areas and develop even savant-like skills of their special interests. Similarly, a deficit in reading or writing might be compensated for with other skills and adaptations, manifesting in skills that are extraordinary.

Next, another fictitious character. Prison Break’s Michael Schofield fascinates me. The character has what is described as “low latent inhibition.” The website defines low latent inhibition this way: 

“With low latent inhibition, an individual almost treats familiar stimuli in the same manner as they would new stimuli. Think of the details you notice when you see something new for the first time and how it grabs your attention. From those details, all kinds of questions may arise in your mind. “What is that? What does it do? Why is it there? What does it mean? How can it be utilized?” and so on….”

It can manifest as being unable to filter unnecessary stimuli from the stream of sensory inputs in real life. It’s like seeing and hearing things anew each time you encounter them. It can appear as being Attention Deficit Disorder with Hyperactivity (ADHD), easily distractible, or even psychosis-prone.

In the Prison Break narrative, this supposed weakness is the very thing that facilitates the protagonists’ goals. The character is regarded as being strange but also, a proper genius. But are these simply fantasies created to romanticize the cognitive out-liers? Not really.

From Fiction to Real Life

The link between low latent inhibition (LLI) and creativity is backed up by a study performed by Shelly H. Carson (Harvard University) and Jordan B. Peterson (University of Toronto), entitled “Decreased Latent Inhibition Is Associated With Increased Creative Achievement in High-Functioning Individuals” 

The study focused on individuals regarded as “eminent creative achievers.” It turns out that these individuals were seven times more likely to suffer from LLI. These real-life creative geniuses may owe their skills to the constant, high definition sensory data stream into their neurodivergent brains. This stimulus-rich way of experiencing life can force such individuals to develop novel and never-before-seen solutions to complex problems. Part pathology, part superpower.

Interestingly, in 2021, Wentworth Miller, the actor who plays Prison Break’s Michael Schofield, spoke of his autism diagnosis, and said the following in connection with his personal and career success:

“This isn’t something I’d change… being autistic is central to who I am. To everything I’ve achieved/articulated.”

Let’s consider some more real-life stories.

Entrepreneurs may also be seen as possessing unique traits that help them succeed. In the case of Virgin CEO, Richard Branson, this trait happens to be dyslexia.

Richard Branson had this to say about it:

“I simply wouldn’t be where I am today if I wasn’t dyslexic. In the real world, dyslexia can be a huge advantage. Many people with dyslexia have great imaginations, creativity, and problem-solving skills. In fact, many of the world’s greatest entrepreneurs and inventors are dyslexic.”

Why is this the case?

Branson says, “We have a slightly different wiring to our brains, which enables us to think creatively and differently.”

A very concise summation of the fact that different isn’t less. In fact, different neurological wiring can simply mean increased creative potential.

Charlotte Valeur , founder of Global Governance Group, describes herself in an interview with ICAS: Charlotte was diagnosed with autism as an adult. But, like so many in the same boat, she expressed how the diagnosis made her whole life make sense in retrospect. She says that she was a quiet child who didn’t score highly on standardized educational assessments. As such, she viewed herself as being “stupid.”

Unfortunately, this is a common experience. Autistic boys are often labeled as problematic and are often separated from the general education classroom because of being “disruptive.” In the United States, schools were created to prepare people for democratic citizenship. That included preparing citizens to obey the social and legal rules of society. Foundationally, schools reward the individuals who fit the norm while chastising and labeling students who don’t. Interestingly, student grades do not predict real-life success after students graduate from school. 

This was the case for Charlotte.

After school, she worked in the banking industry. She describes herself as being “blunt-speaking” and “one of the boys.” Charlotte says that being autistic has made her successful in her career. The ability to hyper-focus is one strength that helped her become the success that she is. She also describes having a photographic memory; a skill that allows her to win memory-based games. No doubt, this trait also contributed to career success.

In general, there is this idea that neurodivergents are better suited to technical fields like IT, engineering, and banking. However, this is another stereotype. 

Consider Michael McCreary, an autistic stand-up comedian. Yes, you heard that right — an autistic, on stage, as himself, making other people laugh — on purpose. To what does he owe his success? Well, he built his humor around his autistic experience and worldview. So, yes, in a way, this too is a predictor of success. In addition, his frank, self-deprecating, and disarming manner is relate-able to both neurodivergent and neurotypical audiences.

A quote by Hunter S. Thompson, on his official website, says, “When the going gets weird, the weird turn pro.” He undoubtedly applied this to himself as a self-proclaimed “weird” person who turned pro.

When things get weird, conditions are optimal for neurodivergent thinkers to step in with creative solutions to “weird” problems.

In my own personal experience, my neurodivergence has also opened doors to my version of success. For example, I learned that being atypical invites all kinds of unjust treatment. You see it happening to yourself and you see it happening to others. Seeing others who are “different” being treated as less, bullied, and ostracized outrages me. So, I decided to use my neurodivergent powers for good and became a teacher.

I taught the students who struggled in school. I discovered that, even though they could not write well, pass a test, or read fast enough to do as well as all the other students, my struggling students were some of the funniest, most inventive, creative problem-solvers in the school.

Then I had children. My two children couldn’t be more different from each other. When my son, Ian, was diagnosed with dyslexia, his doctor explained that he must be incredibly smart to be doing as well as he was in school, given how severe his dyslexia was. I cried. Then, after evaluating me, he said, “The apple doesn’t fall too far from the tree.” I’ll never forget the doctor’s words to me that day. 

My little boy was doing puzzles deemed for eight years old when he was only three. He was constantly exploring how things worked and how they were put together. He was that kid that we gave old appliances to so that he could take them apart and figure out how they worked. He was also the kid that was struggling to process what he was hearing to the point that teachers thought he was ADHD. He wasn’t. He processes what he hears differently than most people. His teachers told him that he wasn’t honors-level material when he wanted to take an honors English class. He saw the world with a different set of eyes than his peers and many adults. I saw his brilliance. I made it my mission to teach him 1) that he was smart and 2) he would have to learn how to learn so he could do well in school. And HE did! 

It was because of my experiences as a child and a young woman being different in the world that I took on the challenge of helping others who struggle. Then seeing how my students were underestimated and discriminated against made me fight harder to change perceptions. Then my son was brilliant yet struggled with the expectations and requirements of a school system that demanded that every child be graded on a narrow set of measurable goals that didn’t recognize the whole child and their gifts. I realized that we have a problem in the world that not only hurts people who are different than ourselves but hurts us all.

Starting in early childhood, schools focus on a child’s deficits instead of their gifts. Consequently, gifts are pushed to the side while an inordinate amount of time and energy is focused on this bright soul’s “failings.” These children grow up seeing themselves as failures. They have not failed. The system has failed them. 

I’ve made it my mission to change a deficit mindset to a gifts mindset for people who are neurodivergent. I’m putting every ounce of my energy and abilities into fighting this battle. We are in a struggle against this deficit mindset. A mindset that holds us back, keeps us from reaching our potential, and sacrifices innovation.

There are even more success stories than I’ve highlighted here that abound if we look in the right places. Neurodivergence comes with many challenges and successes. Every hero has their own kryptonite, but society would be remiss to ignore their talents.

Websites referenced in this article: 

Decreased Latent Inhibition Is Associated With Increased Creative Achievement in High-Functioning Individuals. https://www.researchgate.net/publication/5995267_Decreased_Latent_Inhibition_Is_Associated_With_Increased_Creative_Achievement_in_High-Functioning_Individuals

Low Latent Inhibition https://www.lowlatentinhibition.org/what-is-lli/

Michael McCreary — Aspie Comic https://www.aspiecomic.com/

‘Prison Break’ star Wentworth Miller reveals autism diagnosis https://edition.cnn.com/2021/07/27/entertainment/wentworth-miller-autism/index.html

Richard Branson’s Blog: This is dyslexia https://www.virgin.com/branson-family/richard-branson-blog/this-is-dyslexia

“When The Going Gets Weird, the Weird Turn Pro” — Hunter S. Thompson, 1974 https://medium.com/@aaronbraun/when-the-going-gets-weird-the-weird-turn-pro-hunter-s-thompson-1974-e86ad04d7e28

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

Photo Credit: The Conmunity - Pop Culture Geek from Los Angeles, CA, USA, CC BY 2.0

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post A Peek at Neurodivergence Through a Pop Culture Lens appeared first on Susan Fitzell.

If you’ve been doing your homework about how to support neurodiversity in the workplace, I don’t have to say a lot to convince you of the hows and whys that’s a good idea. You’re on board by now, and that’s awesome.

At this point, it may feel a little confusing. You might find yourself asking, where do I go from here? What are the practical steps you can take to support inclusion and implement a neurodiversity initiative in your company?

Let me step in to help.

As a consultant who specializes in helping businesses develop customized strategies for inclusion and neurodiversity initiatives, my goal is to help each client support their neurodivergent workers. Neurodiversity initiatives are fundamental for bringing out the best in divergent thinkers and empowering them to their fullest potential. This results in greater productivity, employee satisfaction and retention (i.e., loyalty), and a sharpened edge in any competitive marketplace.

But neurodiversity initiatives need to go beyond supporting and empowering the staff you already have.

Recruiting, Hiring, and Interviewing Neurodivergent Job Candidates

A neurodiverse workforce is born from the people you bring onto your team. If you want to tap into the talent and potential of divergent thinkers, decision makers need to make an intentional effort to hire more neurodivergent employees. To do this, it is essential to take a long hard look at your company’s recruitment, hiring and interviewing practices.

There are two ways to make recruiting and hiring procedures more neurodivergent-friendly.

#1. Create a dedicated inclusive hiring stream, focused specifically on recruiting neurodivergent workers.

Large corporations frequently set up a separate hiring stream dedicated to bringing in neurodivergent (ND) talent. Alternatively, they may pair up with a private company that provides this as an outside hiring service. Some consider this a form of “affirmative action” because it is a program set up and designated exclusively targeting ND workers.

This option does require individuals to disclose their neurodivergent condition to take part in the specialized hiring stream but allows them immediate access to accommodations throughout the entire inclusive hiring and onboarding process.

An excellent example of this type of dedicated recruitment and hiring program is the Autism at Work Program, originally created by tech giant SAP and now partnering with more than 30 corporations.

Workers apply to the company through the program rather than the standard Human Resources (HR) department.

Instead of applying for a specific posted job, interested individuals describe the type of work they are seeking. When there is a match between their stated skills, desired type of work, and job availability, they are invited to continue through the interview process. If they are hired, their onboarding and training will be individually determined by their unique needs. Additional support is provided in the form of an on-the-job mentor or dedicated support person until the new employee is fully assimilated into their role.

The entire process, from start to finish, is fully adapted for inclusion. The needs of ND individuals are considered along every step of the way. HR professionals working these programs are highly trained and specialized in working with ND workers.

Aside from obligating the job applicant to disclose a neurodivergent condition, the only downside to implementing a dedicated recruitment and hiring program is that it requires a fair number of resources. You are creating an entirely new division within your HR department or hiring one as an outside contractor!

#2. Revamp existing recruitment, hiring, and interviewing processes to be more inclusive for neurodivergent workers.

Not every business can afford to create or contract an exclusive department dedicated to inclusive hiring.

Fortunately, having a program like Autism at Work is not a prerequisite to become an inclusive, neurodiverse workplace.

Many “accommodations” can easily be implemented to your entire existing recruitment, interviewing, and hiring processes. The changes I am going to suggest are simple, cost-effective, and highly impactful.

An added benefit is that neurodivergent individuals do not need to reveal a diagnosis to be considered for a job. Job postings are accessible, interview processes are non-discriminatory, and everyone has a fair chance to prove their capabilities for any given role.

Simple Steps to Create Neurodivergent-Inclusive Recruiting, Hiring, and Interviewing Processes.

1. Revamp Job Postings. Standard job descriptions are usually typed out text documents. Consider creating an audio file or a short video that provides all the same information. Distribute these together, allowing interested job candidates the freedom to choose which format works best for them to receive the information they need about your open position.
2. Revamp Job Descriptions. Make sure the job requirements posted reflect the job you need done. Avoid personality or character descriptions. Are soft skills like, “good ability to work in a team” or “strong communication skills” important to the role, or do they exist just to maintain a status quo of workplace culture?
3. Ditch Artificial Intelligence (AI) Screening Tools. While AI can undeniably make our lives easier (I LOVE talk-to-type technology with predictive text), it can also serve to underscore the intrinsic bias in the data it is operating from. Eliminate AI screening tools that claim to measure a person’s soft skills or analyze facial expressions during screening processes. When it comes to inclusive hiring, there is nothing quite as effective as a highly trained, conscientious people professional.
4. Ditch Traditional Interviews. Arrange to meet potential job candidates outside the traditional interview. Consider adopting a “meet up” process, where potential employees are encouraged to interact and complete tasks, either in a group or individually (depending on the role you are hiring for). You could also organize a meeting to look over the candidate’s portfolio, put them to work on a test project, or have them complete a skills assessment. Specialisterne, a European consultancy company with a significant percentage of its employees on the spectrum, has a groundbreaking approach to the interview-alternative, which it calls a “hangout.” Job candidates, in an informal environment, can discuss and demonstrate their skills with hiring managers in a low stress atmosphere. Candidates who make an impression move into the next round of training.
5. Partner with Advocacy Groups: Reach out to groups such as Teaching the Autism Community Trades (TACT) or NeuroTalent Works, among many others, to build relationships with the neurodivergent community. Publish your career opportunities in their job listings and ask them to recommend talent. Better yet, consider creating a cooperative relationship that could potentially result in collaborative projects between the ND community and your business, mutually benefiting both!

Supporting Neurodiversity in Recruiting and Hiring

When you revamp your company’s recruitment, hiring, and interviewing processes to be more inclusive of neurodivergence, you are supporting the creation of a truly neurodiverse workforce. Whether it be through clearly stated hiring goals and quotas, or by simply creating more accessible job opportunities, bringing new neurodivergent employees onto your team will supercharge your crew’s creativity, problem-solving capacity, and productivity.

The steps I outlined above require little more than a change in mentality, and a little ingenuity to make them work for your organization. These simple adjustments will reflect your company’s culture of commitment to diversity and inclusion.

Resources and Recommended Reading

Employer Assistance and Resource Network on Disability Inclusion: Neurodiversity in the Workplace Toolkit.

Bernick, M. (2022) Is Your Company Inclusive of Neurodivergent Employees? Harvard Business Review. Feb. 16, 2022. Retrieved online from https://hbr.org/2022/02/is-your-company-inclusive-of-neurodivergent-employees

Neurodiversity Definition

Neurodiversity: this term refers to a general diversity of minds. It includes people who are neurotypical and neurodivergent. When I talk about promoting neurodiversity in the workplace, for example, I am referring to creating a diverse workforce representative of the broad spectrum that exists when it comes to ways of thinking, processing information, communication, and learning. Some employees may be “normal” or neurotypical while others may have ADHD, Dyslexia, Autism, or trauma impacted ways of thinking. I am not referring to any particular label or diagnosis, but rather, the concept of an environment where a diversity of minds coexist.

Neurodiverse: This word is pretty much the same as neurodiversity, but should be used as an adjective. You can say, for example, that your workplace is neurodiverse.

Be careful though, because you should never describe a person as being neurodiverse. Individual people should be described as neurodivergent.

Neurodivergent: This word describes an individual whose way of thinking falls outside of society’s defined version of normal. Oftentimes you will see it abbreviated as ND.

Many times, neurodivergent people will have a diagnosis or label you may recognize, like autism, dyslexia, or ADHD. But neurodivergent people are also those with epilepsy, different kinds of brain trauma, or simply a unique way of thinking that may not have a specific diagnosis.

Photo Credits:
howtogoto /iStockphoto Standard License
Sudowoodo /iStockphoto Standard License
ArLawKa AungTun / iStockphoto Standard License

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Inclusive Hiring: How to Revamp your Company’s Recruitment and Interviewing Processes appeared first on Susan Fitzell.

After graduating from high school, Many people struggle with adjusting to the realities of post-secondary education or the workplace. There are significant changes from what students are accustomed to that can be disorienting. Among them are sudden information overload and new high stimulation environments. Shifting to a post-secondary setting can be stressful for anyone, but this is especially true for those with some form of neurodivergence.

Thankfully, most schools and workplaces offer accommodations for those with divergent minds. While these might be available, certain stigmas and fears still exist when it comes to asking for those accommodations, creating yet another barrier to neurodivergent people having their needs met.

One critical skill for people with a neurodivergent condition to develop is self-advocacy. This is the ability to express and ask for your needs to be met. Learning how to self-advocate can help open communication between a neurodivergent person and their employer, teacher, doctor, or other caregivers. It can also help give a sense of confidence in knowing that you are capable of advocating for what you need.

So, how to self-advocate?

3 Tips for How to Successfully Self Advocate for Accommodations

#1. Do your research and understand your unique needs.

To ask for help accessing the specific accommodations you need, you must first know what helps you, as well as which barriers are present. Since neurodivergence encompasses a broad spectrum of unique and different abilities and conditions, the needs of each neurodivergent person will vary greatly.

Get to know your limitations, strengths, and capabilities. This will help you to know where you require accommodations. During this process, it’s essential to ask yourself questions and explore what truly works for you.

In some cases, employers, teachers, or supervisors may be well-versed on the topic of accommodations. In other situations, they may not be sure how to help. Arriving with your ideas not only helps you achieve your specific accommodation goals, but it also takes the guesswork out of the employer’s or teacher’s hands. When you know what you need, they can help you get the exact accommodations necessary for your success.

Take, for example, a neurodivergent person who struggles with emotional regulation. They may find that short, five-minute walks or breaks help them wait until an emotion passes before acting on it. Once they are aware that a walk or short break is what they need in moments of stress or reactivity, they can bring it up with their employer or professor and ask for that flexibility in their schedule.

#2. Plan how you are going to ask for accommodations.

For some neurodivergent folks, it can be a challenge to communicate specific needs related to accommodations. Not only do you need to discuss what can be perceived as weaknesses, but you may also have to reveal more than you are comfortable about your neurodivergent condition.

For some, planning out this important conversation is the best way to go. For others, however, anticipating this talk can be a nightmare. If planning works well for you, it may be helpful to script or plan a conversation with your supervisor before it happens. Determine which questions you are comfortable answering and which questions you’d rather not answer. You may also want to plan out certain explanations and ideas if it suits you.

Once you know the ins and outs of what you’d like to share, schedule a meeting.

During the meeting, it may be helpful to use these additional strategies, which will open the pathway to clear communication.

• Ask open-ended questions. This can help your employer or professor express their point of view. It will also help find a point of intersection between their expectations and yours when it comes to coordinating accommodations. An example of this would be asking, “What are some ways in which you’re willing to give accommodations?” This allows for open communication, as well as exploration of each other’s expectations.
• Be firm and assertive. This will help you communicate the necessary accommodations you need without being disrespectful. Use phrases such as “I need-” or “I would like-” rather than “I think I might-.” This will help affirm your needs. It can also show your employer or professor that you are self-aware and sure about what you need.

#3. Be ready with resources.

If you are unable or unwilling to speak about the specifics of your neurodivergence, arriving with communication aids, other people’s stories, or community resources relevant to your needs and situation may strengthen your communication and help you to make your point more easily. It may also lessen the pressure to reveal personal information you would rather keep private.

When you provide your employer or professor with real-world examples of the accommodations you need, you are providing evidence that they work. You may also want to include relevant information about how those accommodations were implemented and any information validating their effectiveness.

Once you feel confident that you’ve effectively communicated your needs, the responsibility falls on the employer or professor to accommodate you as needed and as legally required. Keep in mind that some people may refuse to go beyond their legal duty to do so. For this reason, it can be useful to know the laws surrounding accommodations in your country and region, to make sure you’re being helped as much as possible.

Self-advocacy in school and work

Not only can these skills help you access accommodations and assistance in school and the workplace, but they can also help you set critical social boundaries with coworkers, employers, and professors.

Skills like knowing and owning your unique needs, asking open-ended questions, and using assertive communication can be extra helpful when receiving unwanted or insensitive comments and questions about your neurodivergence. Overall, developing strong communication skills is a tool that will significantly help you navigate life as a divergent thinker in a post-secondary setting.

Self-advocacy is a crucial tool for both neurodivergent and neurotypical folks alike. For those with neurodivergence, however, self-advocacy can be a real game-changer for getting necessary accommodations. Not only can it help you communicate more efficiently with your employer or professor, but it can also help reduce the stigma surrounding aid for neurodivergent folks.

The more divergent thinkers are accommodated, the more accommodating the educational institutions or workplace becomes. This creates a space in which accommodation is accessible rather than taboo. Creating workplaces and study environments that are suitable for all, shifts us toward a future where all skills are valued and treasured. 

References: 

A. Kwok, (2008) Essential skills in Self-Advocacy. Published by BC Epilepsy Society Newsletter, Fall 2008. Retrieved Feb. 26, 2022 from http://www.bcepilepsy.com/files/Essential_Skills_in_Self_Advocacy.pdf

A.M.I. Lee. (N.D.) What is self-advocacy? Published by Understood. Retrieved Feb. 25, 2022 from https://www.understood.org/articles/en/the-importance-of-self-advocacy

Photo Credits
Flashvector /iStockphoto Standard License
ezoom / iStockphoto Standard License

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post How to Self Advocate in a Post-Secondary Setting appeared first on Susan Fitzell.

In November 2021, I wrote the article, How Mind Mapping Can Help You Connect with Neurodivergent Employees. In this article, I’m diving deeper into HOW to use the mind mapping metacognitive strategy. 

I love mind mapping. It is easily one of my favorite methods for organizing information, brainstorming for projects, and problem-solving. It can be used for teaching just as effectively as it can for learning. It is an incredible tool for negotiating, finding solutions, and reaching compromises in the workplace

Mind mapping is truly a technique that can be applied to every aspect of life; work, school, home organization, and even social and emotional issues.

So, how do you do it?

Contrary to what many people imagine, mind mapping is not just spewing a bunch of random ideas onto a page. While it is an exercise anyone can do, mind mapping draws upon your instinct for connecting information and is best done with a bit of strategy.

I want to refer back to the case of Suzanne, who I have mentioned in a previous article. She is a neurodivergent worker who shared her story about how her managers used mind mapping to problem-solve some issues she was having at work. She found the process to be beneficial and at the same time, empowering.

Mind Mapping Explained: Problem-Solving in Three Easy Steps

#1. Identify the main concept or central theme of your mind map.

For Suzanne, multiple mind maps were required to resolve various issues. This is because each mind map should deal with one central theme.

Identify your central theme by asking yourself, what is the main idea that needs to be dealt with? If you are problem-solving, like Suzanne, your central theme will be the specific issue you seek to solve, such as being short-tempered, lacking patience when dealing with coworkers, or causing tension in the workspace.

If you are trying to learn (or teach) new information, the central theme or main concept is self-explanatory — it is the main idea of the information you are trying to assimilate or convey.

Write this down. This will be the center of your mind map. If it helps, draw a circle around it or some other shape. Maybe highlight it with an attention-catching color. You might even want to go so far as to give it its very own sticky note. Tap into your creativity to help visually connect to the central concept you want to address.

The best thing about mind mapping is that you can use whatever materials you have on hand or whatever inspires you. Use an app, a whiteboard, a giant notepad, or just a plain sheet of paper to create your mind map. Do whatever works best for you to get that main concept down, front and center.

#2. Identify themes that are directly related to the main concept. These will be your primary branches.

Continuing with Suzanne’s example, which has a specific goal of problem-solving, the next step is to look at the ‘why’s’ or the circumstances that surround or trigger the problem.

In Suzanne’s case, she might list an afternoon energy crash, frustration with her coworkers’ communication methods, and irritation about being interrupted as the main reasons for her lack of patience when interacting with them. 

Each of these issues will be a branch off of the main concept. For problem-solving mind mapping, these branches typically explain the “why” at the root of the problem.

If you are creating a mind map for teaching or learning, on the other hand, these branches will provide the main supporting themes that back up or link to the central concept.

#3. Explore each supporting theme in depth by discovering associated concepts.

This is your opportunity to dig deep. Let’s take the magnifying glass to Suzanne’s issue with her afternoon energy crash; we could discover that she might need to incorporate physical movement into her daily routine. Maybe she would benefit by eating an earlier or later lunch. In the end, only Suzanne knows, and this is her opportunity to lay out ideas for possible solutions to counteract that afternoon energy crash.

This third layer is essentially where the problem-solving starts. Suzanne can use this same discovery process to figure out ways she could help her coworkers more effectively communicate with her and possibly find ways to minimize interruptions.

When it comes to teaching or learning, these associated concepts are the crux of any lesson. They are the details that build up to the main conclusion or central theme.

Why Mind Mapping Works

When teaching mind mapping, I like to think of it as building a pyramid from the top down. You start with the “big idea” first, and then fill in all the supporting information.

This way of looking at things is helpful because connections between seemingly unrelated subjects suddenly become clear. For learners, it is a visual method to conceptualize how different ideas are tied together. For problem-solving, solutions that may not have been immediately apparent suddenly become glaringly obvious.

Mind mapping helps support meaningful learning and strengthen your overall depth of understanding (Liu, Ying & Zhao, 2014). This is particularly true when it comes to learning complex information or resolving complicated situations. It is an activity that helps create structure within understanding.

Mind Mapping for a Neurodiverse Workplace

When it comes to supporting a neurodiverse workforce, mind mapping should be considered an indispensable tool.

For divergent thinkers, it creates an effective alternative to the neurotypical systems of learning, teaching, and problem-solving that frequently cause unending frustration.

Mind mapping allows for creative expression in the shape, style, and aesthetic details unique to the tastes of the person creating the mind map. It helps pair words with an image, increasing understanding for visual learners. Additionally, non-linear thinkers will find it easier to express their ideas and communicate in a way that is universally understandable.

With a little practice, mind mapping will quickly become your fall-back tool for processing information and problem-solving. Learn how to do it. Recognize when it can be helpful, and use it frequently.

References and Recommended Reading

Liu, Ying & Zhao, Guoqing & Ma, Guozhen & Bo, Yuwei. (2014). The Effect of Mind Mapping on Teaching and Learning： A Meta-Analysis. Standard Journal of Education and Essay. 2. 17–31. Retrieved 3/31/2022 from https://www.researchgate.net/publication/297833919_The_Effect_of_Mind_Mapping_on_Teaching_and_Learning_A_Meta-Analysis

How Mind Mapping Can Help You Connect with Neurodivergent Employees by Susan Fitzell

Mind Mapping by Susan Fitzell

Photo Credits
Susan Fitzell
Dollarphotoclub #58216175
AndreyPopov /iStockphoto Standard License

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Mind Mapping: A How-to Guide appeared first on Susan Fitzell.

There are many articles on the web that talk about the importance of neurodiversity and how it’s a company’s competitive advantage. However, there aren’t a lot of resources that provide specific strategies for how to make it work.

There are many articles on the web that talk about the importance of neurodiversity and how it’s a company’s competitive advantage. However, there aren’t a lot of resources that provide specific strategies for how to make it work.

Here are seven great ideas that you might incorporate into your company’s processes, norms, or culture to increase the success of your neurodiversity initiative.

#1 Seek out expert advice

Hiring neurodivergent employees, especially autistic individuals, is a terrific first step. Understanding how best to work with them is another story. 

If you don’t have anyone on your team who is neurodivergent, seek out experts and educational materials to learn more about how to help your employees succeed. If at all possible, include experts that are actually autistic or neurodivergent because those are the people who truly understand what’s needed.

Realize, however, that no two neurodivergents are exactly alike. You may want to have more than one expert to consult with and then decide what processes to put into place. For example, two autistic experts may have completely different opinions on something as basic as what language to use. Some prefer identity-first language, while others prefer person-centered language. You’ll have to decide what is best for your company.

#2 Remember that autistic people don’t want to be “cured”

Many autistic people are proud of their neurodivergence and see no reason to cure themselves of their symptoms. 

As an employer, it’s important to understand why they are unique and take steps to include them in your business without attempting to eliminate behaviors that you may find undesirable. Instead, ask yourself if the behavior that you or their team members find bothersome is hindering their ability to do a quality job for the skill they were hired for. If not, accommodate. If it’s preventing them from doing the job they were hired for, then work with them collaboratively to find solutions. 

For example, if you hired a person because of their outstanding expertise in coding and they are excelling at that part of their job, don’t penalize them if they can’t stand up and deliver a presentation in a cogent fashion. That’s not what you hired the person for. People who are extremely talented in a specific area are typically not generalists. To expect them to be is naïve.

#3 Good for all, critical for people who are neurodivergent

Autistic people often have unique communication styles. If you favor their style of communication over a neurotypical style of communication it can alienate your team. Instead, offer several options for communication. Those options may include using apps like Slack, Microsoft teams, chat, email, zoom, or good old-fashioned phone calls. 

Providing a variety of options accommodates all your employees even though those options are critical for people who are neurodivergent. Your dyslexic team member may prefer zoom, Teams video, or phone rather than written communication. Providing options supports that neurodivergence also.

#4 Encourage understanding

Over-stimulation is a known trigger for many autistic people, making office banter, sarcasm, or harassment difficult and (sometimes unbearable) to cope with. Have a zero-tolerance policy in place to ensure your business is a safe and welcoming environment for autistic people. Again, a policy such as this benefits everyone. Not only do people who are neurodivergent often struggle with these negative, yet often accepted, behaviors, employees who have a history of being marginalized, abused, or put down for their learning difficulties will also benefit from an environment that is psychologically safe. This need is not exclusive to people who are autistic. The need for a psychologically safe working environment is applicable to all employees.

#5 Appreciate weird ideas

The day you have zero weird ideas is probably going to be a bad one for your company. Don’t immediately throw out ideas because they seem strange. Your team may have just come up with something brilliant. 

This may require a culture shift in your company or on specific teams. As a neurodivergent myself, I cannot tell you how many times my weird idea was put down, dismissed, or laughed at publicly in the workplace or on board meetings where I’ve been a member. When that happened, I learned very quickly to stop contributing my ideas. 

A few years ago, A former supervisor who had angrily rebutted one of my ideas for helping the company to be more successful told me, on his way out the door of that same company, “I remember when you suggested that we do x y and z to get ahead of our competition. I disagreed with you then. I now realize you were right.” Sadly, his realization came way too late for the employees and for the company. They lost their window of opportunity to stay ahead of the trend that would deeply and negatively impact their company’s success.

#6 Understand that each employee is an individual

While there are some commonalities among autistic people, these individuals are quite diverse and cannot be characterized in any one meaningful way. Each person, whether neurodivergent or neurotypical, is different with his or her own strengths and weaknesses. When we lump people into stereotypical categories, we do our employees and our company an incredible disservice.

#7 Create a clear career path

Many autistic people struggle with transitions and can become confused or frustrated when tasked with responsibilities outside their comfort zone. Many don’t deal well If they’re assigned to do a project that does not have clear instructions and timelines. Some employees, whether autistic, neurodivergent, or neurotypical, may want to map out their projects or tasks and get feedback or approval before they continue. 

Although it may seem supportive to tell them you have confidence in them and you don’t need to approve their plan of action before they start, that might backfire. They may need reassurance that they’re on the right track before they continue. To not have that reassurance may cause great anxiety. If they highly value efficiency, they may also feel that they could be wasting their time because they don’t know for certain if their work is going to meet expectations.

Conclusion

Once you, and your company, have learned to embrace and practice these ideas, you will be on your way to being more successful, with better retention, more productivity, and a happier work environment for all employees.

Photo credits:
Chaay_Tee /iStockphoto Standard License
Phovoir /Shutterstock Standard License
chloe7992 / Shutterstock Standard License

FREE DOWNLOAD: Neurodiversity in the Workplace: Things to Consider Before You Jump On the Bandwagon

Neurodiverse hiring practices can benefit any company in any industry and in more areas than most people realize. The investment has yielded greater patenting, innovation, process improvement, efficiency, and creativity not only in technology industries but also in industries that include investment banking, insurance, and mortgage banking.

This resource explains the term “neurodiversity” and describes the potential positive impact on your business that can come from including neurodivergent individuals in your workplace.

The post Seven Ways You Can Support Neurodiversity in the Workplace appeared first on Susan Fitzell.