Workplace Support Strategies for Neurodiversity

Learning how to promote neurodiversity at work, and creating an atmosphere that welcomes new ideas, is key. An American firm created its Autism at work program in 2015. It employed four people with Autism Spectrum Disorder (ASD), to work together across engineering, software, and analysis.

After six months, the course showed that neurodiversity participants were up to 48% faster and 92 percent more productive compared to their neurotypical counterparts. There are hundreds of neurodiversity employees worldwide.

Neurodiversity, a term often misunderstood, is one of the most common terms. Employers are willing to consider all perspectives and increase their productivity, so it is important to be aware of the many benefits that come with being neurodivergent.

Histories

Judy Singer, an Australian Sociologist, first proposed the concept of neurodiversity in the 1990s.

Singer was on the autism Spectrum and created the term neurodiversity. Singer coined the term “neurodiversity” to denote a new movement towards neurodiversity being acknowledged, accepted and respected.

She hoped people would see neurological diversity as different, and not as a problem or disorder. They quickly recognized that discrimination was a major problem when people with disabilities are treated differently.

Here are some neurodiversity disorders employers should be aware of:

• Dyspraxia, which affects approximately 5% of the population. It causes problems with physical coordination. People with dyspraxia may appear disorganized and clumsy.
• Dyscalculia refers to a specific learning disorder that can cause impairments in the ability to learn basic arithmetic facts and process numbers. It also causes difficulties with fluent and accurate calculations.
• Dysgraphia refers to a learning disability that affects writing. Dysgraphia could manifest in spelling difficulties, poor handwriting and difficulty putting ideas on paper.
• Tourette syndrome, a neurological condition that results in tics the person can’t control. This includes sounds and movements.

Each condition comes with its own strengths as well as weaknesses. One example is that people with neurodiverse autism are able to be very meticulous, while those with dyspraxia can have great creativity.

How Can We Define Neurodiversity In?

Neurodiversity is an umbrella term that was created in the late 1990s. Although there are many different definitions of neurodiversity it is most commonly used as a broad term to refer to individuals with Neurodiversity at Work such as Autism, ADD, or ADHD. It can also be used to describe learning disabilities and mental disorders.

Is Being Neurodivergent A Disability?

People who are neurodivergent struggle because they have to deal with systems or processes which don’t allow them to use their strengths or pose new and more intense challenges.

• Many people with neurodivergent tendencies tend to struggle in social situations. They may also struggle during job interviews. But they are still able to get the job if the hiring process emphasizes the skills of the candidate, such as a skills assessment. As they become more proficient at processing data, others may find it more tedious.
• Many people who are neurodivergent have difficulty adjusting to loud environments. This can make a busy office feel overwhelming. Because they can focus and concentrate on their work, noise-canceling headphones can help.

How Can Employers Make Their Workplaces More Neurodiversity-Friendly?

• Small adjustments can be made to the workplace to accommodate any sensory needs.
• Sound sensitivity: Autism Speaker offer a quiet break space
• Tactile – Allow modifications to the standard work uniform.
• Movements: Allow for the use of fidget toys, allow for additional movement breaks, and offer flexible seating.
• Use a clear communication style
• Avoid sarcasm.
• You should provide clear verbal and written instructions and break down tasks into small steps.
• Inform people about workplace/social behavior.
• You should give advance notice of any changes to plans and provide a reason.
• Ask for the person’s preferences, needs, and goals.
• Be kind, patient

Neurodiversity & Autism Spectrum Disorder

Autism spectrum disorder (ASD), can be associated with differences in communication and learning. But it can look very different from one person. ASD people may have a wide variety of strengths and abilities. For example, autistic people may be able to communicate verbally with others, have a normal or high IQ, and can live independently. 

Others might struggle to communicate their needs and feelings and may display impairing or harmful behaviors. These people may need support in all areas. It is possible for autism sufferers to not experience any distress from their differences. Instead, suffering may be due to the social norms that place restrictions on the individual, leading to social exclusion, and inequity.

Employer’s Guide on Neurodiversity At Work

Learn more about Asperger syndrome in the workplace with the help of this handy guide. Grab for nothing right now;

1. learn more about neurological disorders
2. Find out what advantages neurodiversity can offer your company.
3. Examine your options for fostering a diverse workplace culture.
4. Learn ways to assist neurodiversity employees.

ASD sufferers need to be treated and evaluated by a medical professional. To be able to access medical and social services, ASD patients must be diagnosed. A diagnosis explanation can help individuals and their families better understand their differences, as well as facilitate community connections. There may also be other health issues associated with neuro developmental conditions that require extra treatment or monitoring. People who need behavioral support or intervention to improve communication, academic, and daily life skills should have them. This will allow them to live high-quality lives and maximize their developmental potential. Individuals will have their own goals, needs, and preferences, so there is no one-size fits all approach to intervention.

Frequently Asked Questions

Are There Any Problems With Neurodiversity Working?

These issues can affect both the individual and the team member with neurodiversity personalities. But they are very easy to accommodate and shouldn’t stop hiring.

How Common is Neurodiversity for Everyone?

Brain diversity is approximately 29 percent.

What Are the Implications of Neurodiversity?

Employers seeking people with neurodivergent backgrounds are keen to diversify their workforce. They can offer new perspectives and capabilities to the workplace.

What Are Some Examples?

Many neurodiversity diseases can present as a problem.

Conclusion

People with neurodiversity characteristics must be a part of your Diversity and Inclusion plan. People with neurodiversity personalities can be innovative and bring high productivity to your company. By making small adjustments to your recruiting and management of employees’ strategies, you can ensure that neurodiversity is recognized and encouraged by your company.