Neurodiversity is an important concept in the modern workplace, making it clear we all experience and interact with the world around us differently. There is no one ‘correct’ way of thinking, learning, interacting and behaving so differences are not flaws. According to research from consultancy and auditing firm Deloitte, teams with neurodivergent professionals in some roles can be 30% more productive than those without them.
The term neurodiverse is typically used to describe neurodivergent people. The non-scientific umbrella term typically refers to conditions such as autism, dyslexia, dyspraxia, dyscalculia and ADHD. Neurodiversity can be a powerful asset to any organisation, offering fresh insights and valuable skills. Embracing neurodiverse perspectives creates an environment where everyone's contributions are valued. It also helps to promote inclusivity and acceptance, allowing neurodiverse people to thrive in the workplace.
Embracing neurodiversity gives businesses a unique edge when it comes to creativity and problem-solving. Neurodiverse individuals often see problems or tasks differently, offering new perspectives and ideas that can help drive innovation.
Neurodiverse individuals can excel at certain tasks that others may struggle with. For example, a person with autism may have an advanced ability to focus on intricate details and analyse data in great depth for an extended period. Individuals with dyslexia often possess the creative and visual talent necessary to think unconventionally - a major asset for businesses that want to stay ahead of their competition while striving for innovation.
Neurodiversity brings a broader range of skills, experiences and perspectives to any team, creating an environment that encourages collaboration and cooperation. As everyone's contributions are recognised and embraced, individuals feel valued and are more likely to be productive and engaged team members.
It is important that organisations actively recognise, respect and embrace neurodiversity in the workplace. Managers need to understand and be aware of each individual's way of working and how they can create a supportive environment to ensure these unique perspectives can thrive in an inclusive atmosphere where all individuals feel respected.
For instance, neurodiverse workers may struggle with sensory processing, making concentrating in loud, crowded and hectic environments difficult. Employers should strive to create an office space suitable for neurodiverse workers, enabling them to control their settings by minimising intense distractions and providing quiet areas.
Organisations should also consider introducing flexible working policies, such as part-time or remote work, for neurodiverse employees who find it difficult to cope in a more traditional office setting. Allowing employees to work in an environment that suits them best will enable them to focus and perform at their best.
Ensure your employees and managers create an environment where neurodiverse employees can openly discuss their neurological differences and feel comfortable doing so. Managers who understand how different forms of neurodiversity can affect individual performance are better equipped to support them better.
Neurodiversity can bring many benefits to organisations, and embracing it is essential for any organisation that wants to foster an inclusive working environment. By taking active steps to recognise and respect the unique perspectives of all its employees, an organisation can create a more inclusive environment where everyone's contributions are valued. This will ensure that no individual feels excluded or discriminated against due to neurological differences, enabling them to perform at their best for the company to thrive.
At GBS Corporate Training, we support businesses with customised Diversity and Inclusion training courses that can be delivered virtually, face-to-face, or with a blend of both formats. To learn more, please email us at [email protected] or speak with our training experts on 01252 618 400.