Did you know that 15-20% of people are estimated to be neurodivergent? We know, it sounds like something from the movies, but it is a real term. It describes, “the idea that people experience and interact with the world around them in many different ways; there is no one ‘right’ way of thinking, learning, and behaving, and differences are not viewed as deficits,” according to Harvard Health. This includes conditions, such as ADHD, dyslexia, Asperger syndrome, dyspraxia and autism. When most of think of DEI we think of POC, women and multi-cultural workplaces. However, this should extend to neurodiversity as well and most businesses have done so in the past decade. There are many advantages that come with hiring individuals from diverse backgrounds and neurodiverse people can bring many new and different perspectives. Although individuals on the spectrum may have social quirks different from most people, they tend to be highly productive and their IQ’s are insane. According to a report done by JPMorgan Chase, professionals with autism made fewer errors and were 90-140% more productive than neurotypical employees,” in an article by Forbes. So, if you’re an employer looking to diversify your team it’s important to understand how to make your business more neurodiverse-friendly. Here are some ways to help with communication for you and your team.
Use clear communication:
Concise verbal and written communications
Avoid sarcasm and euphemisms
Try to give plenty of notice if things are changing around the office and reasons for it
This one should be done anyway…
Be kind and patient
Allow for sound sensitivity breaks:
Provide head phones or quiet spaces
Allow for fidget toys and movement breaks
Never make assumptions
Again, this is something that shouldn’t be done in general in the workplace with neurodiverse or neurotypical people. Clear communication is key
Neurodiversity is somewhat of a new concept and was coined during the 90’s social justice movement by Judy Singer, an Australian sociologist. Neurodiversity advocates for inclusive language that is nonjudgmental. Most people that are on the spectrum prefer to be identified as first person, such as “an autistic person” and not a person with autism. That being said, one should always ask. It’s time to start expanding the notion of DEI to include neurodiversity that is crucial for innovation within business.
