In our first part of a two-part series on supporting neurodiverse employees, we talked about neurodiversity-friendly hiring practices. Today we are going to talk more about how to support your neurodiverse employees who are already on the job. Or, after the hiring process.
It is vital to support your neurodiverse employees as you would support any employee. Like, those with a visible difference. Or, those with less obvious differences. We often overlook those with less visible differences. We may assume they can adjust and must do so. Or, we may assume they will learn to work within systems and structures that aren’t conducive to their strengths. Supporting neurodiverse employees can look many different ways. So, here are some ideas of actionable steps you can take. These can assist you in creating a more inclusive workplace for neurodivergent people.
Learn More about Neurodiversity
The best first step in supporting neurodiverse employees in your organization is to learn more about neurodiversity! Check out my articles on therapy for neurodiverse adults. From there, you can learn more from my perspective on neurodiversity. There are many other articles out there that have great information as well. The next step is to be an active ally. Don’t make assumptions and assume that all neurodiverse people are the same. Everyone is unique, whether they are neurodiverse or neurotypical! Another step towards allyship you can take is to advocate with key stakeholders on behalf of your neurodiverse coworkers. Notice when they might be struggling and advocate for change, when possible!
I also give a high recommendation on starting a neurodiversity employee resource group. Especially if your company is large enough. If not, try to find others who want to support neurodiverse people in your company. You can work with your neurodiverse coworkers to affect change! Working together is much more efficient than many people working on their own towards a similar goal. If you can bring together key players, you can make a difference in a more quick and effective way!
Assess the culture of your organization and how friendly it is to ADHD individuals
“Culture’ is a big buzzword in business these days. But, oftentimes what makes your culture appealing to neurotypical people is a huge detriment to neurodiverse people. Is your workplace very social? Are those ping pong tables enhancing the work environment? Or, are they setting up some people or failure due to constant distractions? This may be the experience of an individual with ADHD
Are your policies and procedures written in a clear and straightforward manner? Oftentimes we assume people will pick up on unspoken social cues. But, some people don’t catch on in the way others do. A lack of clarity in job descriptions or policies and procedures works to keep neurodiverse people in a state of constant confusion. Be clear and direct in your communication. Doing so will ensure neurodivergent people understand what is expected of them.
Most important, create avenues for neurodiverse people to enjoy the fun aspects of your culture without having to mask. When neurodiverse people have to often mask, it is draining. Consider having fun events that are more friendly to people who may become overstimulated more often. Or, work with your neurodiverse people on these events. By doing so, you can ensure they are actually included and their needs are being met.
Provide job coaching and mentorship for autistic adults
Mentorship and sponsorship are vital to your success in the business world. Especially if you have any sort of difference. For neurodivergent people, sponsorship and mentorship look a little different. But, they are often the same as they would be for anyone.
Some tips for providing mentorship to neurodiverse people include:
- Never give vague instructions.
- Be sure things are spelled out in a clear and direct way.
- Ensure timelines are communicated in a clear way.
- Ensure that priorities are spelled out.
When social mistakes are made, explain to the person in private what happened and be direct about it. Don’t say “you just can’t do that!” as that will lead to greater confusion and possible frustration. You should try to explain to them why their response isn’t expected in that social situation. Be direct and clear about what they did and how they can do better in the future. Clear is kind!
Many times autistic and other neurodiverse people struggle with multi-step tasks. Provide an in-depth checklist to help them succeed. Working memory is when a person has trouble remembering or figuring out what to do next. And, this is a real struggle for autistic adults.
Provide accommodations
If you are in a management or HR role, you will be responsible for helping ensure neurodiverse people have the accommodations they need. First of all, work to create a culture where differences are celebrated. Neurodiverse people should feel safe disclosing their neurodivergence with managers and HR partners. If someone doesn’t feel safe disclosing, they aren’t going to get the accommodations or understanding they need to succeed.
Providing accommodations should be a no-brainer. However neurodiverse people often get scoffed at when requesting them. As a manager or HR partner, you need to believe your workers and get the documentation required by law to support them, but find ways to support them. If you’re unsure of what accommodations might be appropriate, check out this link.
You can visit this site for ideas on what supports might be appropriate for those with an autism spectrum disorder.
One big thing I like to stress is to be sure ALL employees know accommodations are available for many reasons. Many times employees assume they don’t need or shouldn’t get accommodations because they can function “well enough.” We don’t want workers who are doing “well enough” though! We want workers who are succeeding and thriving. Creating a culture where people’s accommodations are being met goes a long way in supporting neurodiverse employees.
Be patient and learn alongside your ADHD employees
Focus on Strengths
Often when we talk about neurodiversity we focus on the weaknesses or struggles of individuals. But, neurodiversity is a superpower. Neurodiverse brains work in a different ways. This means one can see different perspectives than neurotypical people. And, the questions brought up can also be used to create a culture that is welcoming to ALL.
The responsibility of creating a successful work environment for an autistic adult doesn’t lie solely on the neurodiverse person. We have to work together as a team to find ways for neurodiverse employees to succeed. The responsibility is on everyone to work together to find ways to support each other. Regardless of diagnosis.
Begin Therapy for Neurodiverse Adults in Illinois.
Our team of caring therapists is happy to offer support for neurodiverse professionals. We have the training and experience to help you succeed. We would be happy to provide mental health support via online therapy in Illinois or California. You can start better understanding your neurodiverse superpowers from the comfort of home. To start your therapy journey, please follow these simple:
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Reach out to our autism therapy practice to schedule a free phone consultation
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Meet with us for a 1-hour online intake meeting with an autism specialist. This helps us decide which services are best for you
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Begin therapy for neurodiverse adults
Other Services Offered with Open Doors Therapy
Our online autism therapy clinic offers a variety of support for neurodiverse individuals. We offer therapy services in both California and Illinois. We’re happy to support people who identify as having Asperger’s, high functioning autism, undiagnosed autism traits, and more. We also offer individual therapy, parent counseling, and group therapy. In addition, we also offer social skills groups. These include college students with autistic traits, young adults with autism, neurodiverse adults, women who identify as neurodiverse, a mother’s group, and an online parent support group. Please visit our Autism Resources page for info and helpful resources. Learn more about our services by reaching out or visiting our blog today!