True inclusivity is in the decisions we make, the things we say and the actions we take every day. And it doesn’t have to be complicated!
You don’t need to know all the statistics, research, terminology or definitions. What we cover for neurodivergent inclusion in the workplace applies to all types of differences because it’s not about diagnostic criteria. It’s about the person and how we respond to them.
To launch the NeuroWorks Facebook and Instagram pages, we shared 10 simple actions anyone (manager or colleague) can do to be more inclusive. We got such great feedback that we thought we should give this list a permanent space on the NeuroWorks website too. We’ll link to each post so you can watch the full video of Madeline, the NeuroWorks founder, talking about the actions, how to do them and why they matter.
Here are 10 things you can do today and every day to celebrate differences in the workplace.
1. Assume positive intent
It’s so easy for the little things to rile us up at work, especially when we have a lot on our plates. However, when we assume everyone is doing their best, means well and isn’t trying to cause issues, the level of conflict and tension significantly reduces. Instead of assuming someone who is interrupting people during a meeting is being rude, consider that they might be excited about their idea or worried about forgetting it. Giving people the benefit of the doubt helps them feel comfortable being themselves at work even when that means showing their differences.
Video on Facebook & Instagram.
2. Ask curious questions
When you notice someone is behaving, responding or working differently than you usually do, be curious about it. Different isn’t wrong. Different doesn’t need to be ignored either. Talking to the person about it could help you be a better colleague and build a greater understanding of differences in thinking, communication and working styles. When asking questions, be conscious of how you are coming across so people don’t feel judged. Keep your tone light and the wording open-ended.
Video on Facebook & Instagram.
3. Show that you are listening
Listening is such an underrated skill for allies. Neurodivergent people don’t expect you to have all the answers. No one does! Instead, you can show your support by demonstrating that you are actively listening, care about their perspective and are taking in the information they are giving you. These kinds of positive interactions are crucial for creating psychological safety and ensuring people feel comfortable speaking up when it matters most. An easy way to do this is to reflect back what someone has just told you and to confirm that’s what they meant. It only takes a few seconds and is a strong signal of support.
Video on Facebook & Instagram.
4. Recognise strengths
In all my time working with teams and individuals on their performance, a strengths-focused approach has been one of the most effective things to drive people forward. It builds momentum like nothing else. So recognise the strengths you see in yourself and in your colleagues. Neurodivergent people can find it particularly hard to notice and acknowledge what they are doing well. Tell them when you see them thriving and highlight the positive impact they are making. Just because it’s obvious to you doesn’t mean that it’s obvious to them.
Video on Facebook & Instagram.
5. Accept mistakes
How you respond to mistakes says a lot about the work environment, especially for neurodivergent people who are often hypervigilant so they can mask to fit in. Your response to mistakes you make and your colleagues make has the power to contribute to a culture of psychological safety. When you’re accepting and supportive of mistakes, people feel able to open up and take risks. That’s important for both inclusion and performance as people are more likely to innovate, even when the outcomes aren’t guaranteed.
Video on Facebook & Instagram.
6. Ask about communication preferences
How you communicate makes a massive difference to the success of a meeting, project or other form of collaboration. If someone has to communicate in a way that doesn’t align with their natural style and how their brain processes information, they’ll find it harder to contribute. On the other hand, if people are able to meet in the middle with communication, they can focus their energy and headspace on doing their best work. Normalise having conversations about communication preferences with your colleagues.
Video on Facebook & Instagram.
7. Discuss ideal work environments
Something else that should be an open, ongoing conversation is environmental preferences. We are constantly surrounded by sensory input, including noise levels, lighting and even temperature. Neurodivergent people can be more sensitive to sensory input. Overstimulation (too much input like loud background noise) or understimulation (not enough input like complete silence) can make it harder for people to focus and engage their brain in work. Adaptations such as noise-cancelling headphones or listening to music can help people to do their best work. We all have preferences so talking about work environments is a conversation we can all be part of, neurodivergent or not.
Video on Facebook & Instagram.
8. Ask for alternative opinions
If you have been part of a heated meeting, you might think that opposing opinions are an issue in the workplace. While they can definitely create challenges if they aren’t handled properly, differing viewpoints are actually an asset to a workplace. It means you have a team with a range of backgrounds, skill sets, perspectives and ways of thinking. This variety drives creativity and innovation at the same time as supporting differences. When you welcome people to share their thoughts, even if they are different to yours, you create a culture where you genuinely think outside the box.
Video on Facebook & Instagram.
9. Work on your own self-awareness
To be a neurodivergent ally, you need to accept that you have bias. We all do. All our experiences so far have caused us to internalise certain belief systems. When those beliefs are challenged by different behaviours, our immediate reaction can be judgement. But that doesn’t have to be the way we act. If we are aware of our assumptions, biases and judgements, we can catch ourselves before they influence our actions and choose a more open-minded and accepting way to respond.
Video on Facebook & Instagram.
10. Be flexible
There isn’t a one-size-fits-all approach to navigating neurodiversity in the workplace. Every neurodivergent person is unique. I have two sons with the same diagnosis but they are opposites! Instead of trying to come up with and follow a strict set of rules to be more inclusive, act with flexibility. If you notice your colleague needs help, adapt to that need. If a colleague requests an adaptation, be open to making that happen. It’s how you respond in the moment that matters most.
Video on Facebook & Instagram.
Inclusion isn’t relegated to HR meetings and manager check-ins. An inclusive environment changes the way everyone behaves day-to-day, as you can see from these small inclusive actions. Repetition is key to making change stick. It’s how a new idea becomes a standard way of working.
NeuroWorks helps teams successfully implement changes that make a workplace inclusive for neurodivergent people and all differences through our webinars and training programmes based on the Thriving Through Inclusion Roadmap. This is a memorable, actionable and repeatable framework for inclusive workplace practices. Get in touch for a tailored neurodiversity in the workplace training proposal.
