Neurodivergence can include a range of diagnosis’. and presents as someone that thinks more regularly outside of the box and sees the world differently. Neurodivergent employees will learn, interpret, process information and understand it differently to most of their colleagues. At Recovery Partners, we view these differences not as challenges, but as opportunities for growth, development and inclusivity. Neurodivergence has a ranged presentation, and neurodivergent employees will often require different levels of support compared to others. It is important to not generalise but be specific in the support plan offered to all staff members. In this blog post we will explore three different ways you can support neurodivergent employees in your workplace.Â
EnvironmentÂ
Consider your environment and how this could be a challenge for neurodivergent employees. A person’s environment is so critical to an individual with neurodivergence being able to succeed. This could range from the following considerations:
- Noise in certain workplaces,
- Having an optional approach to facilitated social engagements,
- Or giving flexibility between working from home and from the office.
Therefore, an individualised plan is usually most suitable and won’t be the same for everyone. You need to ask the employee what in their environment is most challenging to them. Consultation can go along way!Â
Communication
Similarly, it is important to consider communication modality. Neurodivergent people often prefer different ways of communicating which can be pivotal in ensuring that a positive work environment is maintained. You could consider:
- Phone conversation,
- Messenger platforms,
- Email,
- The number of formal meetings facilitated within a team (i.e. are all meetings required for compulsory attendance?).
Furthermore, ensure that formal meetings are sent and have a real and meaningful purpose for that individual.
Leadership Style
In addition to the considering a person’s environment and communication style, adopting an active leadership style is usually best. Regularly following up with a staff member with neuro divergence could be something that is highly effective. However, this should be done in mind with consideration of the individual’s specific needs. Regularly catching up in some form may enable that individual to be able to communicate any concerns or issues that they are having and giving them an avenue to easily resolve these. It is not a case of being micromanaging or overbearing, but giving the space and opportunity for supports as required.Â
Many employers are now better at understanding how to create inclusive workplaces. It is important to realise that all individuals come with their own set of strengths and development areas. Those that are neurodivergent often come with an increased potential for creativity, alternate ways to problem solve, reliability and often are highly technical. This can be such an asset to any workplace, and understanding how to better accommodate everyone in the workplace will ultimately strengthen that organisation, their work culture and meeting their values.
How we can help
Employee Assistance Program (EAP)Â
Employee Assistance Program (EAP)Â is a service you can offer your employees that provides them with free, confidential counselling conducted by a registered psychologist. Giving your employees the opportunity to access our EAP in times of emotional hardship will support them to address any personal or work-related issues that may be impacting on their mental health and ability to work at full capacity.Â
Psychological Pre-Employment Health Assessments
We understand that employees are the most important resource within a business. Psychological pre-employments provide highly reliable predictions about how a person will function within a role or organisation. Having the right people in place working effectively both as individuals and as members of teams is crucial to your organisational success.
Want to find out more?
Our services are available nationwide. Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email enquiries@rrp.com.au
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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/Â