In today’s economic climate, we are surrounded by signs that the labor market is shrinking, and almost everything we read indicates that an engaged, diverse labor pool is not only financially beneficial, but also an important part of ethical business practice.
Wise business leaders are therefore starting to broaden their search for employees, and in doing so, might find that their workforce now includes more neurodiverse team members.
Since this could be a new experience, it’s important to understand what neurodiversity is, how neurodiverse colleagues can benefit your team, and how you can collaborate with them most effectively.
What is Neurodiversity?
The Oxford English Dictionary defines neurodiversity as “the range of differences in individual brain function and behavioral traits, regarded as part of normal variation in the human population.” In other words, neurodiversity is an umbrella term that encompasses all the ways that our brains can operate differently from one another.
Every one of us falls somewhere along a large spectrum of differences in brain function—a spectrum that doesn’t measure “better” or “worse,” but instead identifies exactly what the word diversity implies: differences.
There are, of course, commonalities in how our brains generate states like creativity, focus, task management, etc. But our brains are also highly complex. So they can, and sometimes must, accomplish things differently depending on how they’re wired.
The neurodiverse are a community of people who possess an often invisible set of marked differences, both in terms of behavior and the way they experience the world, that arise from variations in brain function.
As Harvard Health states, though, ”...there is no one ‘right’ way of thinking, learning, and behaving, and differences are not viewed as deficits.” While neurological differences can certainly present specific challenges in the workplace, they also yield important gifts and abilities that can contribute immensely to any professional team.
To understand how a neurodiverse team can be beneficial for business, it’s important first to take a closer look at what neurodiversity really is, as well as the conditions that allow for neurodiverse talent to flourish.
Neurodiversity exists in many forms. Below, we explore two broad categories, as well as some key ways that neurodiverse employees can contribute to a team. Keep in mind that these categories often overlap, and within each one, there is a vast scope of individual difference:
Neurodiversity that “fits” into a medical model
We’ve likely all heard about forms of neurodiversity acknowledged by the modern medical system, such as ADHD (Attention-Deficit/Hyperactivity Disorder); Autism; a wide spectrum of verbal, mathematical, auditory and visual-spatial learning differences; and even neurological conditions such as Epilepsy.
Each of these arises from a difference in the way the brain operates, and while the medical model often portrays these forms of neurodiversity solely as disorders or deficits, individuals with these differences often also possess unique gifts and abilities.
Potential contributions to the workplace:
Within this category alone, there is a vast spectrum of neuro-differences, and the gifts of some may be challenges for others. But below is a general list of some natural skills and abilities that often go unrecognized in those whose neurodiversity has been labeled by the medical model:
- Multi-tasking ability and entrepreneurial vision
- Synthesis and analysis of data in ways that yield unique insight and foresight
- Heightened organizational skill and memory
- Elevated creativity levels
- Unique problem-solving capacities
- Ability to connect with others at uncommon levels (not always verbally), and thus to anticipate the subtle needs of supervisors, colleagues, and clients
Individuals with highly sensitive nervous systems
This is a neurodiverse group not typically acknowledged by the medical world, yet whose difference in brain function often yields notable powers of insight, emotional intelligence, and perspective. With the ability to provide a unique lens on things like decision-making, audience impact, and interpersonal communication, these individuals are a unique asset to any professional team.
In her Forbes article, “3 Ways to Embrace Neurodiversity in the Workplace,” licensed social worker, Melody Wilding, refers to these individuals as sensitive strivers, and identifies them as employees who are “both highly sensitive and high-achieving.”
Certain individuals even possess greater amounts of nerve cells called mirror neurons, which allow them to more strongly perceive emotions, both within themselves and in the world around them, and to pick up on other subtle environmental cues.
These individuals may show greater sensitivity both to external stimuli such as light, sound, and touch, as well as to people’s emotions and the general emotional climate of a given environment. Their aptitude for insight and foresight can create an advantage for businesses.
Potential contributions to the workplace:
- Ability to create audio-visual and written materials that strongly connect with your audience
- Insight regarding company culture and decision-making (can often see the bigger picture and assess for strengths and gaps)
- Insight regarding relationship-oriented strengths and challenges within the organization
- High levels of self-awareness, and the ability to communicate with, and anticipate the needs of, diverse types of people–including supervisors, colleagues, and clients
How to create a neuro-inclusive workplace
There are two important things to keep in mind when it comes to creating a neurodiverse, inclusive workforce, and an environment that maximizes the natural gifts of everyone on the team:
- Neuro-inclusive hiring practices
“The best talent will not be obvious—one must go where one has never been before....” - Patricia Coleman, Diversity and Inclusion Coach
When it comes to hiring a more neurodiverse workforce, awareness is key. By understanding what neurodiversity is, you’ll be able to adapt the way you interview, expand your perspective on what makes a great candidate, and identify how neurodiversity can contribute to your team.
For more on inclusive hiring practices in general, see our blog post on building a diverse and inclusive workforce.
- Neuro-inclusive accommodations in the workplace
While it’s important for employers to understand the many gifts of the neurodiverse community, and how these individuals can contribute to company success, it is equally important to understand how to ameliorate some of the challenges that can also accompany neurodiversity.
Some people might share openly about their differences, while others might not. Therefore, in order to know when certain changes in the workplace can enhance well-being and productivity, it’s helpful to learn to recognize neurodiversity when we see it.
Of course, everyone is different and this is a limited list of examples, but some common signs of neurodiversity can include things like: difficulty focusing in certain moments or for long periods of time; challenges with particular lighting, sound, or other physical aspects of the environment; discomfort with remaining still for too long; organizational challenges; and greater sensitivity to harsher tones of voice or aggressive communication styles.
Once you learn to identify some signs that you might be working with a neurodiverse employee, you can adapt in order to create the conditions for these individuals to thrive. Here are just a few examples of accommodations that can maximize neurodiverse contributions to the team:
- During the hiring processes, divide longer sessions into multiple meeting times, and ask questions that assess deeper thought processes (since many neurodiverse people shine in this area).
- Consider offering neurodiverse employees a self-managed flexible schedule, if possible, so they can balance downtime with periods of intense focus–of course, always taking into account other colleagues who may be impacted. Note, though, that some neurodiverse individuals will prefer a structured schedule.
- During meetings, allow for movement if possible—such as walk-and-talks or standing meetings–and create intermittent breaks.
- Pause and reflect when employees bring something to light that you might not have considered; they may be offering a unique insight in accordance with their abilities.
- Whenever possible, offer materials that cater to different learning styles, such as visual and audio aids, closed captioning, and neutral but clear color palettes.
- To create a neuro-inclusive environment in a physical workplace, you can opt to:
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- Replace fluorescent lighting that can be harsh on sensitive eyes
- Offer computer screen light reduction and size options
- Create a physical “quiet corner” of the office, equipped with comfortable chairs, optional calming music, and items such as noise-canceling headphones, blankets, and stress balls–a place where employees can go for a reset.
By raising your own awareness and learning to understand some of the varying characteristics of neurodiversity, you will be able to tap into more inclusive and beneficial hiring practices, harness the unique skills of a neurodiverse team, and identify when changes in work style and environment might increase company-wide wellbeing, productivity, and success.
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