Accept neurodiversity at the workplace

By Julie Hayes, Ben boss of specialist services

'Neurodiversity' refers to the natural diversity in our human brain. Neurodivergenic is when the brain of a person's brain, learns, learns and/or behaves differently than what is “typical” and neurotypical, how the brain of the average person works. Regardless of whether an individual is neurodicizing or neurotypical, everyone has something unique and deserves the chance to make a contribution in society in general and in their workplace.

A strong team lives from diversity – people with different backgrounds, with different life experiences, personality types and strengths. A successful workforce includes the strengths of the individual and enables them to play them. Employers have the maintenance of employees and play a key role in providing a supportive and integrative environment for everyone, including neurodiverse people, so that they can thrive at work.

Benn's top 10 tips: taking neurodiversity and support for neurodship in your organization

1. Hear them in individual strengths

It is important to recognize that neurodiver -related individuals have unique perspectives and skills. For example, some people with ADHD can be larger and calm in a crisis, and some who are autistic have a strong memory and good attention to detail. Some other well -known strengths that have more neurodive individuals are resilience, intensive concentration, pattern recognition and creativity.

2. Treat everyone as an individual

We are all individuals. What a person needs will probably differ from another, and this also applies to those who are neurodiversing. An approach does not fit for everyone. So make sure that you support the needs of each team member with consideration, flexibility and understanding.

3. Get curious

If something does not work or a team member seems to fight (if you see performance problems, behavior changes, poor time measurement or absence), take the time to have one -on -one discussions. Get curious. If you show real care and ask whether you are okay, you can open up valuable discussions.

4. Awareness of neurodiversity raising

Provision of resources to reduce the stigm and to improve understanding through neurodiversity in the workplace. You can share our neurodiversity support and resources about your internal communication channels and raise awareness of Ben's support so that people turn to where they have to fight.

5. Create an integrative work environment

Encourage open communication and a culture in which more neurodive employees feel comfortable to discuss their needs without fear of discrimination. Find out more about creating an integrative work environment in our article.

6. Offer flexible work on

Of course, this is not possible for every workplace, but there is usually a way to offer more flexible job opportunities for employees who need it.

As examples, you can adapt hours so that individuals can work if they are most productive or offer part-time and print hours. Some of the neurodsized people can thrive in environments in which they work from home or have the opportunity to choose between remote and office-based rooms, so that they are completely removed and hybrid are a good way to be taken into account.

7. Set the physical work area

Make as much as possible accommodation for sensory requirements (e.g. offer quiet work areas, headphones with noise suppression and/or adaptation of the lighting). You can also make ergonomic adjustments and make sure that your workplace is comfortable and customizable for different needs.

8. Offer appropriate accommodations

If possible, change the job tasks to adapt it to each individual and use the way in which it works best. The use of tools and technologies such as screen readers, time management apps, AI and language text software can also be support. You can also discuss access to work with the individual to support your needs.

9. Clear communication and feedback

To avoid confusion, give a clear, specific and direct feedback so that everyone knows where they are. Offer instructions/tasks in both written and verbal formats to take care of different learning styles.

10. Support health and well -being

Encourage regular breaks and annual vacation to help neurodive -giving employees manage stress and energy levels.

Consider implement a buddy system or enable committed support team members to help employees need accommodations or adjustments.

Also draw the employees aware of the free and confidential support that is available via Ben.

Share our contact details with your employees and visit our toolkit to promote Ben's services in your company.

The Neurodiversity Celebration Week are also available to many resources.