At last, there’s more being said about neurodiversity and neuroinclusion in the workplace.
More and more teams and managers are actively striving to enhance their awareness of the distinctive needs of neurodivergent employees to foster neuroinclusion in the workplace. Leaders are seeking to gain a deeper understanding of the typical traits associated with this fifth of the workforce (or more!), and to implement effective strategies that foster their support and engagement, ultimately benefiting the entire organization. We’ve seen that even in the response we’ve received to the launch of our NeuROInclusion™ Initiative.
The wellbeing and inclusion of your neurodivergent teammates is well worth the investment — for business as well as ethical reasons. If you’re not sure where to begin, here are five steps that will help you put your organization on the right path to NeuROInclusion™ :
1. Get Ready
Get ready to persuade stakeholders. Gather expert information about the benefits of neurodiversity and its impact on productivity and innovation. Identify key stakeholders and their concerns; tailor your arguments to address their specific priorities.
2. Assess Risks
Assess the risks: The risk assessment as the usual launching tool of compliance works here, too. If you haven’t been intentional about neurodiversity, your risks may range from failing to engage 20% of the organization in key compliance messages, to ADA claims. Broaden your risk assessments even further to identify potential challenges that may arise during your neuro-inclusivity journey. Benchmark your programs against research-based, validated frameworks for neuro inclusive compliance and human resources.
3. Build Awareness
Build awareness among stakeholders, corporate leaders, and HR and compliance leadership. A more neuro-inclusive approach to education and engagement requires companies to be aware of the unique needs and characteristics of the neurodivergent population. Engage with subject matter experts to evaluate legal, compliance, and regulatory implications, and consider focused workshops for key leaders.
4. Employ Actionable Strategies
Employ actionable strategies. Develop ethics and compliance programs better tailored for the 20% who problem-solve and process information differently. Provide training and support to managers on their legal obligations, and on how to work and communicate most effectively with their neurodivergent peers. Learn and apply universal design principles, and other best practices, to ensure your programs are “good for everyone” while also increasing their accessibility.
5. Get Help
Get help. Workplace neurodiversity requires knowledge and experience across a broad range of disciplines and expertise. Benefit from partnering with specialists who deeply understand both neurodiversity AND compliance, and who can guide you to develop audience-centric engagement and management for a neurodiverse workforce, including neurodivergent individuals, to ensure that you are providing the most effective and inclusive experience for all employees.
Neuroinclusion in the Workplace – LeadGood Education Can Help.
Making informed changes to your training and compliance methods to improve training salience for your neurodiverse workforce is not a once-and-done process quickly slapped together. It requires careful consideration and a working knowledge of the unique ways this population learns and retains information. For assistance along the way, rely on LeadGood Education’s initiative to support neurodiversity in the workplace. We’re here to help your leaders see the benefits of neuROInclusion and help every member of your organization contribute and thrive. Contact us for a consultation or to set up a custom neuro-inclusion workshop for your team.
