creatingan environment that supports nervous system health and diversity within the workplace

creatingan environment that supports nervous system health and diversity within the workplace

In a bid to foster a more inclusive and productive workspace, employers are increasingly focusing on accommodating neurodivergent individuals. Here are some key recommendations to create a welcoming environment for neurodivergent employees.

Clear Communication

Effective communication is crucial in any workplace, and it becomes even more important when catering to neurodivergent employees. Here's how employers can improve their communication:

• Use clear, concise, and literal language, avoiding idioms or metaphors that can confuse neurodivergent individuals.
• Provide written instructions, step-by-step guides, and recaps of verbal conversations to improve clarity.
• Offer multiple communication channels, catering to different preferences.
• Schedule regular one-on-one check-ins and create safe spaces for feedback.
• Practice active listening with summarizing and clarifying questions.

Accessible Job Advertisements

Job ads should be written in clear, jargon-free language, avoiding ambiguous or metaphorical expressions. Employers should also:

• Use structured formats that clearly define job roles, expectations, and required skills.
• Include information about available accommodations and support systems to encourage applications from neurodivergent candidates.
• Incorporate practical work assessments and adaptive onboarding processes with visual aids and mentorship to support varied learning styles.

Flexible Working Policies

Flexible working policies can significantly improve the working conditions for neurodivergent employees. Employers can:

• Offer flexible and hybrid working arrangements that accommodate sensory sensitivities and allow employees to work in comfortable environments.
• Design workspaces with adjustable lighting, quiet zones, noise-cancelling headphones, and varied seating options.
• Provide tools for customizable task management to support different working styles.
• Establish routines with advance notice of any changes to reduce anxiety.

By implementing these recommendations, employers can create a more inclusive workplace, contributing to increased productivity and a more diverse culture. Training leaders to foster empathy and psychological safety is also critical to sustained inclusion efforts.

Managers should receive practical guidance on ways to adapt their communication and management styles to better suit neurodivergent individuals. Remote or hybrid work can help neurodivergent individuals who struggle in noisy office environments, such as some with ADHD or Autism.

Giving all employees the same level of flexibility ensures that neurodivergent employees don't feel singled out for working differently from their colleagues. Introducing a formal flexible working policy can help attract neurodiverse talent and create a more inclusive workplace.

Objective skills-based assessments are a more accurate predictor of performance than CVs, and employers should remove unnecessary, uninclusive interview stages, such as phone interviews with small talk, and instead use objective skills-based assessments like work samples.

Approximately one-third (31%) of neurodivergent individuals are in employment, and employers should also ask all staff what support they need via anonymous surveys. Job ads that are long, complex, and contain jargon may deter neurodivergent candidates, particularly those with dyslexia.

Some neurodivergent individuals, such as autistic individuals, might need a desk in a quiet area due to sensory overload. Flexible hours can help neurodivergent individuals who find sitting still for long periods of time challenging to take breaks when needed. Having a clear flexible working policy takes the pressure off neurodivergent individuals to ask for flexibility.

Charlie O'Brien, Head of People at Breathe HR, recommends providing neurodiversity training for managers and checking in with staff about any additional support or adjustments they might require during one-to-ones.

Employers need to expand their focus beyond the traditional business aspects to include diversity-and-inclusion initiatives, particularly in catering to neurodivergent employees. Implementing clear, concise communication strategies, accessible job advertisements, and flexible working policies can foster a more supportive and inclusive work environment for neurodivergent individuals, contributing to overall diversity-and-inclusion in finance.

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