Creating Workplaces Where Neurodivergent Employees Can Thrive
Creating inclusive workplaces starts with listening to lived experiences. At ND Perspective, our neurodivergent community shared insights on how to break barriers and foster inclusivity. This blog explores practical steps, such as mandatory neurodiversity training, clear communication, universal workplace design, and reducing the advocacy burden on neurodivergent employees. Learn how to empower employees, adapt management styles, and implement effective support systems to create a workplace where everyone can thrive.
Creating workplaces where everyone can thrive requires listening to those with lived experiences. At ND Perspective, we turned to our neurodivergent community to ask a vital question:
What changes are needed in work so that neurodivergent people are included, valued, and empowered to succeed?
Their responses offer profound insights into the barriers they face and the solutions needed to foster inclusivity. In this blog, we explore their suggestions, highlighting practical steps employers can take to create environments where neurodivergent employees can truly excel.
Mandatory Neurodiversity Training for Managers
Education is essential. For workplaces to be genuinely inclusive, managers need to understand neurodivergence and the diverse ways people think and process information. Compulsory training on neurodiversity would help leaders approach their roles with empathy and understanding, creating environments where all employees feel supported and empowered.
Clear and Immediate Communication
Clarity is vital. Ambiguous instructions or delayed feedback create unnecessary challenges. Providing clear, written instructions ensures everyone understands expectations. If mistakes occur, addressing them immediately and constructively allows employees to learn and improve. Errors often stem from unclear guidance, not a lack of capability, and transparency can resolve this.
Expanding Access to Workplace Support
The limitations of the current Access to Work (A2W) scheme, particularly its sector-based exclusions, create inequities. Making A2W universally accessible would ensure all employees can access the tailored accommodations they need, including travel support, which is often overlooked by employers.
Flexibility and Adaptability in Management
Flexibility is essential. Employers should adapt their management styles not only when requested by employees but proactively. Creating a culture that values accommodations as tools for success, rather than inconveniences, fosters trust and collaboration.
Reducing the Burden of Advocacy
The emotional and mental toll of constantly advocating for necessary changes can be overwhelming. Employers must take responsibility for identifying and addressing barriers without placing the burden solely on neurodivergent employees. Systems and processes must be designed with inclusivity and accessibility built in from the start.
Universal Design and Practical Adjustments as Standard Practice
Workplaces must adopt universal, human-centred design principles that address shared traits, such as sensory sensitivity, executive functioning challenges, or communication needs—benefiting all employees, including those with temporary challenges. Practical adjustments, such as providing meeting agendas, pre-reads, clear templates, and written follow-ups with deadlines, should become standard practice. These measures foster clarity, reduce stress, and ensure all employees are well-prepared and supported without needing to request accommodations.
By listening to the ND Perspective Community, we’ve gained a deeper understanding of the changes needed to make workplaces more inclusive, equitable, and empowering for neurodivergent employees. These suggestions serve as a roadmap for organisations to move beyond tokenistic approaches and create a culture where all employees can thrive.
Together, we can build workplaces where everyone feels valued and empowered to succeed.