The Texthelp Team

Unwrapping Workplace Neurodiversity in Five Steps

Recruiting the right candidate for the right role (and keeping them there for as long as possible) will undoubtedly do wonders for any organization. But some are in danger of missing out on top talent due to a lack of knowledge around neurodiverse candidates, their strengths, challenges, and unique approaches to working.

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An umbrella term for a group of hidden disabilities, neurodiversity encapsulates dyslexia, autism, Asperger's, dyspraxia, ADHD and others. It’s a variation of neurological wiring and, while in the past these traits came with attached stigma, they’re now rightfully celebrated for their many positive aspects.

So how should organizations go about recognizing and nurturing neurodiversity at work?

1. Know the differences

Neurodiversity comes with a variety of advantages that can be applied daily in the workplace - dyslexia is more likely to yield creativity and lateral problem solving, autism inherently connects productivity with concentration, while ADHD can boost hyperfocus and resilience when working on challenging tasks.

2. Support those differences

Recognize those employees who exhibit neurodiverse traits and make them feel comfortable. This means educating senior staff, training line managers to offer appropriate support, and consider adopting a ‘Neurodiversity Champion’ to help inform recruitment and adjustment policies. 

3. Take on tech

Technology has long been considered the great enabler, and for good reason. Providing the right tools to empower and support those with neurodiverse traits allows them to work with confidence and independence. Tools like Text-to-Speech, advanced spelling, grammar and contextual homophone checkers, as well as predictive text can be hugely powerful supports.

4. Empower, empower, empower!

Take a flexible approach and allow those with neurodiverse traits to work at their own pace and in an environment that’s comfortable for them. This can include providing a quiet, personal space or extending the offer to work from home. Recognize that conventional timekeeping may not be the best way to elicit success in neurodiverse staff and plan accordingly.

5. Keep on learning

Build a bank of useful resources and keep learning! New studies and initiatives are forever evolving and offer fantastic advice for those interested in attracting and retaining staff with neurodiverse advantages. It’s critical that when neurodiverse staff are welcomed into an organization that a lasting relationship of respect and support continues to grow. 

When you create a culture where staff are empowered to shine in all their unique and diverse glory, then great things can happen - productivity increases, innovation increases and staff are more engaged at work.

This is where our flagship software comes in - it has been created to suit everyone's work style and it's already being used by 20 million people across many workplaces/industries worldwide.

Contact our Diversity experts to find out how our technology can play a vital role in supporting diversity, productivity, and those with hidden disabilities in your workplace.

>>No-obligation Consultation<<


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