How Managers Can Support Neurodivergent Employees | Disabled Person
The above picture is of 2 men sitting at a desk working. both are in blue shirts and ties. There are laptops on the desk.
The above picture is of 2 men sitting at a desk working. both are in blue shirts and ties. There are laptops on the desk.
Everyone is unique in their own way, and our
brains and how we think are all a little different. There are some individuals,
however, who experience and interact with the world in a much different way
compared to what is considered normal or average. But this is not to say that
someone who is neurodivergent is “less than.”
In fact, due to their unique ways of thinking,
neurodivergent individuals can help improve things like innovation, creativity,
and out-of-the-box thinking for problem-solving situations. But to experience
what they have to offer, it’s essential to offer them the support they need.
Managers in the workplace, for example, can
greatly benefit from having neurodiverse employees, but to do so, it’s crucial
to avoid discrimination and offer them the
accommodations and individualized support they need.
Neurodiversity refers to the natural
differences in how people process information and interact with the world
around them. This means the many ways they perceive, think, learn, interact and
socialize. It encompasses an array of varying cognitive functions that a person
has.
Though many people assume that the term
neurodivergent primarily refers to people with Autism Spectrum Disorder (ASD),
this is untrue. Someone who is neurodivergent can have ASD, but they might not.
Neurodiversity includes various conditions and learning capabilities or
disorders, such as ADHD, dyslexia, PTSD, and dyspraxia.
Because there are technically so many
conditions that fall within the category of neurodiversity, some people aren’t
even aware that they are neurodivergent. People can go years without ever
knowing, as it can be difficult to diagnose.
There has recently been a surge, however, of adults self-diagnosing themselves after seeing
others who are neurodivergent talk about their symptoms and experiences online.
As such, neurodiversity has become quite the buzzword as more and more people
learn about it and seek to understand it and receive a diagnosis.
It’s important, however, for people to remain an ally of those who are neurodivergent, even
if they don’t have an official diagnosis. This is especially true in the
workplace, where someone who is neurodivergent could more easily be dismissed
as weird or difficult to work with.
Again, getting an official diagnosis is
challenging, especially as an adult. But neurodivergent employees should be
given the support they need, whether or not they have a diagnosis.
Someone who is neurodivergent should not have
to prove it just to have their needs met. They are just as deserving as anyone
else and should not be discriminated against or left out because of their
differences.
In fact, having neurodivergent employees on
your team can be a great benefit for your company.
Innovation is often the key to building and
growing a successful business, and one of the best ways to achieve innovation
is to have a diverse workforce of people who are capable of
pushing boundaries and thinking outside the box. And people who are
neurodivergent tend to be very good at that.
Being neurodivergent means a person looks at
the world a little differently, which means they also look at solving problems
differently than others. As such, it’s not uncommon for those who are
neurodivergent to have genius minds that are capable of coming up with truly
innovative ideas.
Some of the many skills and talents of neurodivergent individuals
that can benefit your company includes:
●
Technical skills
●
Good at problem-solving
●
Creative thinking
●
High levels of concentration
●
Keen sense of errors and
inaccuracy
●
Good recollection of facts and
detailed information
●
Good at sticking to a schedule and
routine — reliable
Whether you have disabled employees or those who are
neurodivergent, it’s crucial that you work to avoid discrimination and be
supportive of their needs. Unethical treatment of your staff could also result
in a poor brand reputation as well as legal issues.
Below are some of the ways you can better
support and accommodate neurodivergent employees at your company.
First, it’s important to understand that
neurodivergent employees are not all the same and will have varying and unique
needs. For example, an employee who has ASD might need different accommodations
from an employee who has dyslexia. So make sure to get to know your
neurodivergent staff and work to understand what they personally need as an
individual.
Promoting and encouraging acceptance of all
individuals in the workplace is important no matter who your employees are, but
it is especially crucial if you have staff who are neurodivergent. People who
are neurodivergent can already have a hard time feeling comfortable and fitting
in, so if you or your other employees are judgmental and not very accepting of
their differences, it can make it even harder for them to find their place at
your company and have success.
It’s essential that you check in regularly
with neurodivergent employees to ensure they are getting the support they need.
They may have a harder time speaking up for themselves as they might want to
keep their head down so as not to seem troublesome or problematic. But it’s
important to let them know that it’s okay to express their needs by
communicating with them often and creating a safe and open space.
It’s not uncommon today for companies to offer
alternative work options, such as telecommuting, hybrid work, and remote work.
However, neurodivergent employees might need more support in these alternative
work situations, so be mindful of that and what they might need.
Neurodivergent employees who work remotely,
for example, might need help working on their networking skills. When they work
in the office, they might be better at maintaining business relationships because
they are forced to, but if they work from home, they might struggle more to
find the courage to reach out and network. So, be mindful of their networking needs while working from home.
As managers are essentially leaders within a
company, it’s their responsibility to set a good example and do what is
necessary to support their staff — including those who are neurodivergent. This
might require going above and beyond, but that’s what makes someone a good
manager anyways. So do your best to understand their needs, and support them in
a way that encourages and fosters their growth and success, as this will not only
benefit them, but it will benefit the company too.