The article is developed in partnership with BetterHelp.
As science and technology have advanced, we’ve gained a greater understanding of the mechanisms and underlying causes of neurodiversity. A neurodiverse individual processes information and behaves differently than neurotypical people due to their unique brain makeups. Certain indicators of neurodiversity include ADHD, dyslexia, autism spectrum disorder, Tourette’s syndrome, and other mental conditions.
For many years, neurodiverse individuals were shunned or forcefully made to behave like neurotypical people, who make up the majority of the population. These endeavors continue in many places, but there is a growing acceptance of neurodiverse people in the workplace and other notable spaces in society. For one thing, neurodiverse individuals, such as those with autism, are just as deserving and worthy of meaningful social relationships as anyone else.
A common barrier to inclusivity is the lack of self-esteem for many neurodiverse people. To find out more about the intersection between self-esteem, inclusion, and productivity for this community, visit BetterHelp and its articles touching on this subject: https://www.betterhelp.com/advice/inclusive-mental-health/lets-talk-neurodiversity-and-self-esteem/
Communities thrive when they have diversity. This includes more than just people of various races, ethnicities, religions, and creeds—it should also include neurodiversity. Work teams who include neurodiverse employees are often more productive than teams that only have neurotypical workers. This closely correlates with the fact that neurodiverse individuals have strong analytical skills. Consider the following pieces of advice in your efforts to be more inclusive of neurodiverse individuals.
Accept That Neurodiversity Does Not Mean Abnormal
Neurodiversity is atypical, but that does not have to lead an “abnormal” label for these individuals. The word “abnormal” often carries a negative connotation, as do the words “weird” or “strange.” You may not have much experience around neurodiverse individuals, which is perfectly normal—after all, you grew up in a world that is largely designed for neurotypical people. But expanding your mind and recognizing the validity of the neurodiverse experience can go a long way toward being inclusive.
Make Reasonable Accommodations For Neurodiverse People
This is not only a good idea for workplace managers—it’s the law! The federal government confers certain protections for many neurodiverse people in the workplace. A key protection included in federal law is the right to reasonable accommodations for people in protected classes.
Without diving too far into the legal weeds, a reasonable accommodation in the workplace is an adjustment that helps someone in a protected class (in this context, someone with an intellectual disability) perform the essential functions of a job. Note that reasonable accommodations are available to people with disabilities, and someone might not choose to disclose that they belong to that protected class. Two examples of reasonable accommodations for neurodiverse employees might be providing transcripts of company meetings or allowing them to work atypical hours.
Be An Active Listener
Just like neurotypical individuals, neurodiverse individuals are often more productive at work when they feel they can bring concerns to their supervisors, especially when they have reasonable accommodations and independent life skills. Understand that someone with autism or ADHD might make little eye contact, if at all, during conversations. Some neurodiverse people might prefer to communicate almost exclusively over email. As long as authentic communication can happen, be prepared to have an open-door policy.
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