Did you know that only 22% of autistic adults are employed? And that’s despite an insurgence in late diagnosis as many in the existing job market are starting to realize that their neurodivergence may have been hiding from view all along. Even the most inclusive employers struggle to accommodate for new challenges and recommendations for neurodivergent employees.
But the good news is that as a result, more are recognizing that different types of employees require different approaches to management, communication, and job requirements. The neurodivergent employee is typically diagnosed with some form of neurodiversity such as (not exclusively) Attention Deficit Hyperactivity Disorder (ADHD), Autism Spectrum Disorder, or Dyslexia.
Some Autistic people or employees with ADHD may focus primarily on one thing and perform that task extremely well; however, others may struggle with focusing on one thing for extended periods of time. Autistic people may also be more resistant to following a set of rules and regulations in the office environment. They might find it difficult to sit at their desk for long periods of time or understand what other people expect from them during certain times of day.
If you suspect you have neurodivergent workers or an employee has disclosed a developmental disability such as ADHD or Autism Spectrum Disorder, take the necessary steps to make sure your employees are getting the support they truly deserve.
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The most important thing to remember is that they are different, which means they need different things. The best way to communicate with your neurodivergent employee is to be open and honest with them.
This will allow them to feel more comfortable in the workplace and better understand how you want them to approach their job. In order to communicate effectively, speak slowly and use clear language.
Also, make sure you ask your neurodivergent employees for input on how you can get the most out of their unique skill set. Finally, keep in mind that neurodivergent employees might need more frequent feedback than other employees do. They might also need help sorting through their emotions in the workplace, which can be helped by having a team member available during certain hours of the day.
One of the easiest ways for you to meet the needs of the neurodivergent employee is to provide a flexible work environment. A flexible workplace environment can include a variety of options for employees including working remotely, coming into the office early and/or leaving late, or taking time off during certain times. Arrange as many choices as possible so that employees with different needs have options that meet them.
Another helpful method would be to create an open-door policy in your office space. This would allow employees to have direct communication with their managers or other team members without going through a layer of management first.
There are plenty of other things you can do to help neurodivergent people succeed in the workplace such as providing extra training, meeting with them regularly to discuss progress and future plans, and brainstorming new ideas or projects together.
Regular meetings with neurodivergent employees can boost morale and productivity
The first step to integrating the neurodivergent employee is showing them that you care. It’s important to provide the office with a support system that can help neurodivergent people work better and feel comfortable in their environment.
It’s also important for managers to recognize when certain tasks are better suited for certain employees. For example, a manager might want someone who is more task-oriented to handle specific assignments at work while somebody with a greater focus on relationships might be better suited for another role or job.It’s also important to make sure that the office supports your employees with accommodations.
If you suspect one of your employees may have difficulty focusing, consider providing them with something they can use during their down-time at work such as noise-canceling headphones. That is just example of how you can make it easier for your neurodivergent employees to work and feel comfortable in their environment.
One of the best things you can do to help your neurodivergent employee is to embrace an inclusive culture that allows flexibility and allows them to develop their skills by trying new things. This might include providing them with a work-from-home option or offering flexible hours, so they can work on their own terms.
You can also offer incentives for completing tasks, such as earning a bonus for each task completed. If your employee doesn’t understand what people want from them, use this as an opportunity to teach them how different parts of their job affect the company.
A common misconception is that people with this diagnosis aren’t interested in learning new things. In fact, these employees are often highly trained, but it is important to provide them with the tools they need to succeed. The most important thing you can do for your neurodivergent employee is to help them learn new tasks quickly and efficiently.
That will make it easier for them to fit into the company culture and offer a better overall experience for all involved. Some effective ways of training your neurodivergent employee include providing clear job descriptions, making room for frequent breaks during the workday, offering regular feedback on performance and using checklists.
If your office requires a specific seating arrangement (i.e., cube), then make sure that space is provided and that it can easily accommodate the neurodiverse employee’s needs. For example, a large desk might be uncomfortable for them because they need their hands free to do tasks while sitting at the desk. Ask your staff to give input on how you can better accommodate the neurodivergent employee’s needs during work hours.
Sensory overload is a big issue for many people with disabilities, especially when these affect social skills and ability to perform tasks. Consider having a separate area in your office that’s designated for breaks, lunch, and other things necessary for Autistic individuals who need more space away from their desk than neurotypical employees.
iPads are a great additiion to the workplace as they allow working while moving around
Next, make sure to provide your employee with a computer (preferably a laptop for mobility) that meets their needs. Some people might be more sensitive to bright colors while others may be more sensitive to sound so make sure you know what you’re looking for when it comes to picking out the right computer.
For those employees who find it difficult to focus or stay on task, consider giving them an electronic device like headphones instead of requiring them to work in silence. This will allow them time away from other employees and give them the ability to work uninterrupted without worrying about someone distracting or taking away from their concentration.
Additionally, consider providing your employees with accessibility tools that can help them succeed in meetings by tracking their progress and providing reminders as needed. If they have trouble managing time or staying focused during meetings, this is beneficial for helping them succeed in these settings.
Autistic individuals in particular have a plethora of talents that allow them to thrive in your business. They tend to be very detail-oriented and love working with numbers. They are also great problem solvers and excel at creative thinking.
These skills can be used to create a positive work environment for everyone. Make sure to take advantage of these qualities by encouraging your autistic employees to participate in projects that require creativity and attention to detail.Additionally, if you notice that your autistic employee has a knack for sales, encourage them to sell products and services to customers.
Many companies are now offering autism awareness programs that teach employees how to interact with clients and other employees with Autism and understand their needs. Maybe you can offer your employee the opportunity to spearhead a campaign within the business or take on a role heading diversity and inclusion!
It’s no surprise that devoting attention to employees and making them feel valued improves job performance. From tailoring the interview process to spotting talent in potential employees to supporting existing employees with disabilities, encouraging a diverse and inclusive workforce to thrive in a supportive environment should be at the core of every business.
By adopting a number of these strategies, you’ll soon find you’ve got an employee that’s loyal, committed, thinks outside the box and becomes an invaluable asset to your business beyond your imagination.
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Last Updated on December 23, 2022 by Neurodadversity
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