What is it?
We’re not talking about something sci-fi or futuristic. This is very current and a pressing priority for workplaces. Don’t worry, though, you’re not alone in not really knowing one end of neuro-inclusion from another. I mean, even AI had trouble when I asked it to make a representation of neuro-inclusion…
To be fair, neuro-inclusion is a relatively new concept and can feel like a big task for you and your business. Just when you thought you’d got to grips with neurodiversity, neuro-inclusion comes along…
This post will help you get to grips with the what, who, why, where and how of neuro-inclusion. It will help you consider the different functions that happen in your organisation with respect to your workforce and how these can be improved to support the neurodiversity of your employees. Hopefully, by the end of these 550+ words, you’ll have a better idea of neuro-inclusion, what it involves, and even be able to picture what the first steps will look like for your workplace in 2024/25.
Who does neuro-inclusion work for?
Everyone! If you design your workplace to be at peak neuro-inclusion, it will suit pretty much everyone. You’ll have made things inclusive by (re)design.
Why is neuro-inclusion important?
To support the neurodiversity of your workforce. At least 1 in 7 of your employees will be neurodivergent, perhaps even 1 in 5. Neurodiversity across your business means that you and your staff are thinking, sensing and processing your internal and external worlds including your jobs in your own different ways. This will mean that you may all need to work in different ways, too, so that you can do what you do well and be supported in things you might find harder.
Where do I start with neuro-inclusion?
Some workplaces will already be really good at finding out whether their employees need reasonable adjustments to do their job in support of any disability/neurodivergence. The next best step would be to turn your attention to the employee life-cycle in your organisation. What does that involve for your employees? Does this list represent what an employee would be expected to deal with during their employment with your company?
- Recruitment process: interviews, application forms, psychometrics
- Working hours
- Meetings
- 121s
- Appraisals
- Training
- Events
- Team socials
- Exit interviews
Would you add anything else?
Now consider the challenges that neurodivergent employees may have to deal with: memory, processing verbal/written information, concentration, social interactions, emotional regulation. They may have a diagnosed condition and know what reasonable adjustments they might need. But, it’s not uncommon for a person to have no idea that they are neurodivergent, until they come up against some challenging part of their job.
Interviews, job applications, working in an office, the meetings, training requirements, team socials – they all have the potential to really hike those barriers to attraction of talent, achievement and wellbeing.
How do I know that I’ve got what I need for neuro-inclusion?
Become informed on neurodiversity in your workforce. Look to increase your awareness of neurodiversity and how to apply neuro-inclusive practice through training courses for your HR team, your managers, across the whole workforce. Train champions to communicate your support for neurodivergent staff. Seek consultancy from leaders in the field, such as Neurodiversity Specialists, so that you can design your systems, policies and structures with neuro-inclusion front and centre to support effectively. These types of proactive steps to learn and inform attitudes go considerable way to creating a neuro-inclusive culture. And when your inclusive design has impact you will see that your company is recruiting diversely and inclusively, as well as developing and retaining staff with a wealth of talent and experience.
Contact Neurodiversity Specialists for a conversation on how to do neuro-inclusion in your workplace.
You’ll see that the road from inclusion to innovation and success is really not as long and winding as you’d think.
