I have spent my whole career meeting people where they are and adapting to their needs. For the past 20+ years specifically, I’ve been working in learning and development, facilitating team building and coaching for workplaces. One of the tools we use is Insights Discovery®. That’s all about different ways of communicating, working and being.
Whenever I had a coaching session with someone who had cool blue energy, I would send them an email beforehand outlining what we were going to cover and the outcome we were working towards. Whenever I had a coaching session with someone who had sunshine yellow energy, I’d just send a simple reminder of the date and time we were meeting. I know the former likes logic and detail while the latter likes to go with the flow more. In the flow, they come up with amazing ideas!
Since then, I have moved into the neurodiversity space, helping organisations to create a culture of neuro-inclusivity. Many of the same principles apply. We don’t all work in the same way. Noticing those differences and adapting to them enables everyone to do their best work. So when you invest in neurodiversity, you’re not only making your workplace better for neurodivergent colleagues but you’re also supporting everyone.
The benefits of a neuro-inclusive work culture for everyone
Neurodiversity is the differences in how people think, process information, problem solve and communicate. Outside of a diagnosis like ADHD and autism, there is variation which shows up in our work styles. Think about the people you work with. What differences do you notice in how people like to work?
Maybe there are some people who like to brainstorm and come up with ideas as they talk them through with their colleagues. Then there are others who like to make notes and write out a plan before they share ideas. Both are valid ways of working.
When we proactively make organisations inclusive for neurodivergent people, we create inclusivity for all differences. We eliminate the pressure to fit in or do things a certain way and allow every mind to shine. This has a mult-layered positive impact on the workplace.
Communication & collaboration
Neuro-inclusivity isn’t just for managers. We all work with neurodivergent colleagues, whether disclosed or not, and therefore all can use the skills of neuro-inclusivity. These skills are applicable to all differences. They help us communicate with people who have a different communication style from us, understand people with a different view and move forward in a positive and mutually beneficial way. It’s a true collaboration because everyone is being considered and given the opportunity to contribute in their unique way.
Safety & confidence
A neuro-inclusive culture is one where it is safe to be different. You don’t have to abide by the status quo or certain norms. There isn’t one way to do things. Belonging is achieved by being yourself. This is essential for neurodivergent colleagues to prevent masking. Masking is when neurodivergent people hide their natural behaviours and reactions to fit in with a neurotypical group. It’s not only exhausting and can lead to burnout but it often also hides their strengths which would bring so much value to the team. When we give people the confidence to be who they are, no matter their differences, they contribute their diversity of strengths. A diversity of strengths is what any organisation needs to thrive.
Growth & goals
In this environment where people can communicate and collaborate harmoniously and they feel able to contribute their diverse strengths, growth is inevitable. People learn from and support each other, doing their best work and driving the team forward. Returning to the example I shared at the beginning, we need people who come up with spontaneous ideas when we are creating something or solving a problem. We also need people who bring logic and detail to execute the idea. Celebrating diversity in all its many forms supports the achievement of individual, team and organisational goals.
First steps for getting started with neuro-inclusivity
Investing in neuro-inclusivity isn’t something that will only benefit a select few. It supports the wellbeing, performance and retention of neurodivergent colleagues which make up around 15-20% of the population. But the benefits don’t end there. It makes the workplace better for everyone, no matter who they are and how they work.
Training managers in what neurodiversity is, what neuro-inclusion is and the skills for supporting differences in the workplace is important. Managers play a significant role in individual performance and the work environment. However, everyone is involved in a workplace’s culture. So, neurodiversity training should be available to everyone in a workplace. Neuro-inclusivity is a cultural shift, not just a policy change, because it relies on how we behave and react day to day.
NeuroWorks has created a roadmap everyone can follow to learn and implement the skills of neuro-inclusivity. I’m giving a free introduction to this roadmap, which is suitable for managers and individual contributors alike, in a webinar I’m running on 17th June. Register for ‘Practical Ways to Create Inclusion, Flexibility and Allyship at Work’. You will be sent the recording afterwards so you can follow along with the 30-day challenge I set at the end to guide the implementation of what you learn.
