What if your team members aren’t getting the chance to show you what they can do?

Not because they’re lacking in talent or experience, but because their neurodivergent traits aren’t compatible with their working environment.

Many organisations want diverse teams, but unintentionally create barriers for neurodivergent candidates.

The good news is that even small adjustments can make a difference when it comes to helping people meet their full potential and really bring their unique skills to the surface.

As Neurodiversity Celebration Week comes to a close, we want to share some different ways employers can support neurodiverse talent, not just because it’s the right thing, but because it’s the smart thing, too:

🤎 Be clear with communication and give precise written instructions. Break tasks into smaller steps and avoid vague directions such as ‘just use your initiative.’

🤎 Offer flexible working options and quiet workspaces (tip: standing desks are great for those who like to keep moving).

🤎 Encourage open conversations and train managers on neurodiversity. Employees need to feel comfortable and free of judgement.

🤎 Adjust recruitment processes so they focus on capability. Sharing interview questions in advance and allowing task-based assessments are both worth considering.

🤎 Make the most of technology and provide assistive tools such as speech-to-text software and task management tools.

🤎 Focus on strengths, not challenges. Neurodiverse employees can excel in analytical thinking, attention to detail and problem solving. Make the most of these skills!