Making Workplaces More Accessible for the Neurodivergent

Most business leaders agree that diversity, equity, and inclusion (DEI) is an important concept in the modern workplace. Diverse workplaces are more resilient, competitive, and creative and more likely to retain top talent. And while employing people of different genders, races, sexual orientations, religions, and backgrounds is important, the neurodivergent are often overlooked in this equation. While the definition and scope of neurodivergence are still under academic debate, generally speaking, it’s an umbrella term that includes folks of different psychological profiles, including those with autism, dyslexia, and ADHD. It’s estimated that between 10 and 20 percent of the global adult population is neurodivergent, and many of these individuals are already valuable members of their organizations. But what can these companies do to make their workplaces more accessible? Start with making process accommodations. This refers to a change in the way a team might approach a task or the way work is divided among the team. To make processes more accommodating, make sure employees never have to guess context, tone, or missing information. Offering multiple methods of communication is key. Those with dyslexia, for example, are less likely to find chat-based platforms like Slack as helpful as video conferencing. Finally, it also helps to never put people on the spot. Share meeting agendas in advance and allow plenty of time for preparation. This will help reduce anxiety across the board, especially in your neurodivergent colleagues.