How to support neurodiversity in our organisations
Neurodiversity is a concept that recognises and values the natural variations in human brain function and behaviour. It asserts that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, and other conditions, are not deficits or disorders, but are part of the normal variation in the human population.
It is estimated that around 1 in 7 people in the UK have some kind of neuro difference, so that’s a lot of our workers to consider. Being neurodiverse doesn't equate to low intelligence. In fact, many individuals with neuro differences are exceptionally intelligent.
Additionally, neurodiverse people often bring unique perspectives and ways of thinking, making them invaluable to any team striving to enhance processes and deliver outstanding services.
Supporting neurodiverse employees involves creating an inclusive workplace that acknowledges and accommodates different neurological conditions such as autism, ADHD, dyslexia, dyscalculia and more.
One of the fundamental areas which requires some attention is that of internal comms. Needless to say, it is vital that our neurodiverse colleagues receive and understand key messages just like everyone else. Tailoring our internal communications strategy to support neurodiversity in the workplace involves making sure that all communication is clear, accessible, and inclusive for individuals with different neurological profiles. Here are ten tips from us on maximising the accessibility of internal comms.
1. Clarity and simplicity
Always use clear, straightforward language that avoids jargon, idioms, or ambiguous phrases. This should be the case even if you have no neurodiverse colleagues, as it’s just good internal comms practice. It will help ensure that messages are understood by everyone, including those who may struggle with complex language. Similarly, keep messages brief and to the point, breaking down information into manageable sections. Once again, this is good practice for all, but it is particularly helpful for individuals with ADHD or other attention-related conditions.
2. Multiple formats
Provide written and visual information in multiple and varied formats, such as written documents, visual aids, and verbal explanations. For example, use bullet points, infographics, or videos to supplement written communication.
Wherever possible, offer recordings of meetings or video content, along with transcripts, so employees can review the information at their own pace.
3. Structured and predictable communication
Send regular, routine and predictable updates so that employees can anticipate when important information will be communicated. This reduces anxiety and helps those who need or prefer that kind of structure. Provide clear instructions with step-by-step guidance for tasks or procedures. Use numbered lists or flowcharts wherever possible to make processes easy to follow. Again, this is preferred by most people, and isn’t only beneficial for our neurodiverse colleagues.
4. Accessible digital platforms
Ensure that the digital platforms used for communication are accessible and user-friendly. This functionality is built in to most of the main players’ platforms, but might include adjustable text sizes, screen readers, or the availability of alternative, high-contrast themes. It’s also advisable to offer alternative communication channels, such as instant messaging or email, for those who may find it difficult to process information in real-time during meetings.
5. Inclusive meeting practices
Always share meeting agendas and key points in advance so employees can prepare. This is good practice for, and preferred by all, but is especially beneficial for those who need time to process information. Build in pauses during meetings to allow employees time to reflect and formulate their thoughts. This is particularly helpful for those with processing delays. Allow employees to provide feedback or ask questions in writing, either during or after meetings. This can help those who find verbal communication challenging.
6. Respectful and supportive language
Use positive, supportive language in all communications. Encourage an atmosphere where all employees feel respected and valued. Be mindful of not overwhelming employees with too much information at once. Consider staggering communications or providing summaries.
7. Personalised communication
When possible, tailor communications to individual preferences. For example, some employees may prefer emails over meetings, or written summaries instead of verbal explanations. Encourage managers to check in with neurodiverse employees to ensure they’ve understood the information and feel comfortable with the communication style being used.
8. Feedback and continuous improvement
We should regularly seek feedback from neurodiverse employees on how communication can be improved. As ever, we’d recommend creating an anonymous channel for this, to encourage open and honest responses. As comms professionals, we should aim to stay informed about best practices in neurodiverse communication and be willing to adapt and improve methods based on new insights or employee needs.
9. Awareness and education
Offer training to all employees to raise awareness about neurodiversity, reducing stigma and fostering a more inclusive environment. Consider appointing neurodiversity champions, individuals who can advocate for neurodiverse employees and provide support when needed. Create an environment where employees feel safe to disclose their neurodiversity without fear of discrimination. Recognise and celebrate the unique contributions of neurodiverse employees, making it a visible part of the company culture.
10. Supportive internal campaigns
Run occasional but regular internal campaigns to raise awareness about neurodiversity and inclusive communication. This can help build a culture where all employees are mindful of how they communicate. Promote empathy and patience in communication, reminding all employees that different people may process information differently.
Checking the overall health of your internal comms is a great way to ensure that all of your employees, regardless of any neurodiversity, are getting what they need, and supporting your business to the fullest.
As well as carefully managing and monitoring our internal comms practices, there are a few other workplace adjustments that can be considered to get the best from our neurodiverse colleagues and improve their experience at work
1. Flexible work environment
Allow flexible work hours to accommodate those who may need different schedules due to their neurodiversity. If possible, offer remote work options or hybrid models, which can reduce sensory overload and create a more comfortable work environment.
2. Physical workplace adjustments
If space allows, create quiet areas or rooms where employees can work without distractions, which is beneficial for those sensitive to noise or other stimuli. Offer ergonomic tools or assistive technology to help employees perform their tasks more efficiently.
3. Customised support and accommodations
Work with neurodiverse employees to develop personalised support plans that address their specific needs. If required, investigate assistive technologies, such as speech-to-text software, time management apps, or other aids that can help with daily tasks.
4. Supportive management practices
Managers should have regular, informal check-ins to ensure that neurodiverse employees feel supported and are able to voice any concerns. Leaders should always adopt a strength-based approach, focusing on the strengths of their neurodiverse colleagues, and assigning tasks that align with their skills and interests.
5. Inclusive HR and recruitment policies
Implement neurodiversity-friendly hiring practices, such as offering work trials instead of traditional interviews or providing questions in advance. Adapt performance reviews to consider the unique challenges faced by neurodiverse employees and assess their contributions fairly.
6. Access to resources
Employee Assistance Programs (EAPs) can be a worthwhile and hugely beneficial resource, especially when it comes to attracting and retaining the best of the talent pool. Offer resources like counselling services or external support programmes that can assist neurodiverse employees in managing work-related stress. Encourage the formation of peer support groups where employees can share experiences and strategies.
By adopting these practices, employers can not only support their neurodiverse employees but also create a more innovative, productive, and inclusive workplace.
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