Trends

Embracing neurodiversity within your workforce can introduce fresh perspectives, new ways of thinking, and innovative ideas. According to Deloitte, “organizations that make an extra effort to recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills, ways of thinking, and approaches to problem-solving.”

With studies showing that an estimated 15-20% of adults are neurodivergent, businesses that neglect to take measures to recognise, embrace and support people who are neurodiverse, risk being left behind.

Neurodiversity isn’t a superpower. However, by empowering a diverse workforce, and creating a workplace environment where everyone feels understood and accepted, employees can feel psychologically safer and more able to share different perspectives and approaches.

There are some simple steps we can encourage employees to take to better support their neurodiverse colleagues.

So, what steps can we give our teams to help them work in a more neuroinclusive way?

In an office environment…

Reduce office overstimulation

Think about a typical office environment – bright lights, unexpected noises, different smells, lots of people moving around. This can make offices very overstimulating for many people. Consider ways you can help reduce office overstimulation. This could involve encouraging team members to take calls and eat their lunch away from the main office area, or to use headphones when watching videos.

Respect quiet spaces

If someone takes themselves away from a main office space to work it may be that they are looking for a quieter environment to focus. When someone seeks a quieter space to work, ask your team to consider popping over a quick message asking for a discussion or scheduling a dedicated time to talk.

When sharing information or tasks…

Give specific instructions

Don’t expect people to read between the lines. It can be very difficult for someone to pinpoint exactly what they need to do or achieve if they are not given specific instructions. Encourage clear and direct communication.

Avoid unclear information

We like the ‘What you need, by when, and why’ basis for giving them instructions , shared by Ellie Middleton in her highly recommended Nano Tips for Working Inclusively with Neurodivergent Employees LinkedIn Learning course. Saying things like ‘this is urgent’ but without clearer instructions can be overwhelming, as people’s perceptions of urgency can be different. Encourage your team to provide clear timeframes to help colleagues plan their time accordingly or rearrange tasks if needed.

Keep everyone on the same page

Have all processes and policies written down so that everyone has access to clear guidelines. Ensure that everyone knows where and how to access these processes and policies so they can refer to them as they need to.

Make information available

Neurodivergent people can become overwhelmed by not having enough information. Make sure all the details people could need in the workplace or for specific tasks are accessible. It can also help to provide people with the opportunity to ask for further information if they require it.

When working together…

Adapt communication styles

We all communicate with one another in different ways, and some people feel more confident expressing themselves through specific methods of communication. Encourage your team to tune in to and understand each other’s preferred ways of communicating, and adapt to these styles where possible. For example, when asking for ideas or feedback in a meeting, you could also give people an opportunity to share their thoughts via email after the discussion.

Embrace diverse work styles

It’s important to recognise and appreciate that people have varied work rhythms. By focusing on outcomes, instead of the way someone reaches that outcome, people can feel more comfortable working in a way that helps them deliver their best work.

Share information early

Help everyone prepare by always sharing meeting agendas and information in advance. This gives people a chance to digest the information they need to understand and feel comfortable and confident when they get into a meeting.

Pop over a message before calls

Unexpected calls or meetings can disrupt people or cause them to feel unprepared for or anxious about the incoming call. Suggest that colleagues send a quick message before making calls to help ensure a productive conversation, and give people time to prepare for and get into the right mindset for the call.

Neuroinclusion benefits everyone

As we’ve discussed, diversity brings new perspectives and ways of thinking about things. Better support of neurodivergent people can help us all to access different perspectives and approaches. A neuroinclusive environment nurtures a culture of empathy and acceptance, enhancing the workplace and strengthening teamwork.

However, reading through these tips you may have felt that they are really just some best practice and sensible suggestions on ways of working with other people. Neuroinclusive practices foster clearer communication, patience, and understanding among all team members – both neurodivergent and neurotypical. An inclusive approach paves the way for better interactions and collaboration, benefiting everyone.

Are you ready to talk about neuroinclusion?

If you want to start the conversation about neuroinclusive working with your employees, get in touch as we can support you with creating engaging communications that help nurture an inclusive workplace culture.

Workplace culture has a profound impact on employee engagement, productivity, and morale, so organisations must keep up with what is important to employees to help nurture a positive environment. With 45% of UK employees saying a great culture is the most important factor when looking for a new job, what should employers be looking out for in 2024?

1. Flexibility will continue to be key

The pandemic changed the way many of us work, driving a surge in the number of employees working from home. In 2023, some companies continued with fully remote working, whereas others have started to implement return-to-office policies and hybrid work options. But what could happen in 2024?

We expect to see more of a shift towards employees wanting flexibility, rather than just the opportunity to work from home. With 71% of workers saying a flexible working pattern is important to them when considering a new role, this suggests employees are looking for flexibility around arrangements such as start and finish times or where they work from too, to help them achieve a better work-life balance.

2. Prioritising employee mental health and wellbeing

We believe nurturing a healthy culture that supports employee mental health and wellbeing is one of the biggest areas of importance for 2024. In 2020-2021 alone, .

Although the effect of not prioritising employee wellbeing on productivity is clear, nurturing a healthy workplace culture is about much more than just the financial impact. In a workplace where wellbeing is prioritised, there is likely to be higher employee morale, reduced turnover, and increased job satisfaction.

3. The demand for sustainability

With Gen Z joining the workforce, they are beginning to influence workplace culture. By 2025, Gen Z will account for 27% of the workforce, so employers will need to start listening to what’s important to them if they wish to attract and retain the next generation of talent.

With 50% of Gen Zs saying they are pushing their employer to drive change on environmental issues, it’s clear that sustainability is an important matter that employers need to prioritise as part of their workplace culture initiatives. However, as well as businesses looking at organisational sustainability initiatives, part of building an environmentally conscious workplace culture involves supporting and empowering employees to make better choices in their lives outside of work.

4. Employees want to feel a sense of belonging

This year, diversity, equity and inclusion have become increasingly important in the workplace. In 2024, the focus on DEIB is set to continue. 65% of employees admit they want to feel a strong sense of belonging at work, suggesting employers need to start going further than just having a DEIB policy.

Many employees now want to feel like part of a community at work, form stronger connections with colleagues, and feel like they can be their true selves at work. To help nurture this type of culture, employers need to ensure their DEIB initiatives are accessible, thorough, and most importantly, authentic.

5. The importance of internal communications

Internal communications help keep employees informed, engaged and connected to a business. However, effective internal communications are about more than just sending out a monthly email newsletter to employees. There are many channels that employers can, and should, use to keep employees engaged with the business. This is particularly important for reaching frontline workers, where email isn’t necessarily the best way to communicate with the workforce.

As we approach 2024, nurturing a healthy, safe and thriving workplace culture has never been more important. If you’re looking for some support in developing internal communications strategies or initiatives that engage your workforce, we’re here to help.