How to Make a Neurodivergent-Friendly Environment

In last week’s article, we explained the benefits neurodivergent employees can bring to insurance firms, however, often neurodiversity can be overlooked when designing a friendly and inclusive workplace. It is thought that up to 15% of the UK population are neurodiverse, this means that the possibility of already having a neurodiverse employee on your team is high. In many cases, people may not know that they are neurodivergent. Neurodivergent employees often face difficulties in processing their environment and may be vulnerable to sensory overload. Creating an inclusive and friendly environment is essential to getting the most creativity from your neurodiverse employees and will help your staff retention.

A neurodivergent-friendly environment helps all your employees. No two people work the same and everyone has different learning and communication styles. When companies implement flexibility in their policies, it opens the door for all employees to be able to work in the way that suits them best. Employees will be happier and more productive because they are not having to deal with barriers at work. 

3 ways to create a neurodivergent-friendly environment. 

  1. Increased awareness 

Inclusivity starts from the top. Managers should look to create an inclusive work culture for neurodivergent employees and allow their skills and strengths to be amplified. Managers and team leaders should educate themselves and neurotypical team members about neurodiversity. If neurodiverse employees are comfortable, they can be thought leaders and speak about their challenges in the workplace and how they feel improvements can be made. Promote and emphasise Neurodivergent strengths and talents while also providing support for their differences and needs. 

  1. Communication 

Neurodiverse employees may struggle with certain communication styles and care may have to be taken to avoid sarcasm and implied messages. Communication should be clear and concise and, if preferred, given in writing. Make note of the individual’s learning style and adapt to it. Neurodiverse employees can struggle to learn outside of their learning style which can lead to anxiety if accommodations are not made. 

  1. Sensory requirements 

Neurodiverse employees may have sensory requirements. Everyone will be different and the best way to help is to ask your employee what sensory accommodations work for them. Some common sensory adaptations can be applied more generally and may also benefit non-neurodivergent employees. Designated quiet working areas can give employees a space to work without the disturbance of phone calls, music, and other sounds. The use of noise cancelling headphones can allow employees to remain in the office whilst blocking out noise. 

In next week’s article we will explore changes that may need to be made in the recruitment process when seeking to hire neurodivergent individuals.

About the author

Luke joined RWA from July 2022 - July 2023. He has 10 years of graphic design experience creating marketing material and 7 years of direct marketing experience, most recently working as a freelance social media marketing manager. Luke’s role at RWA involved overseeing RWA's social media channels and assisting with the creation of e-learning and blog content.

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