Professor Amanda Kirby MBBS MRCGP PhD, CEO of Do-IT Solutions Ltd writes an ERSA blog on Building Neuro inclusive Workplaces
1 in 5 of most workforces are likely to be neurodivergent. In some places this may be even higher. But what is not always considered is that many people will not be coming with a diagnosis of ADHD, Autism, Dyslexia, Developmental Coordination Disorder( also known as Dyspraxia), Developmental Language Disorder (DLD) or other conditions. Many won’t have had access to support.Many also won’t know they are neurodivergent and just recognise the struggles they have had to gain and sustain employment. This means they won’t be walking through the door saying what they need, or knowing what to ask for or recognising they could even have adjustments made for them to optimise their skills.
At least 1 in 3 people who have gone through the justice system will be neurodivergent too. For many people the reason for lack of recognition of support needs and adversity in their lives has stopped them from gaining what they need.
This is one key reason for developing neuron inclusive workplaces using Universal Design Principles. UD has come from educational background. Firstly, it is great to see recently the launch of the much awaited BSI Guidelines which looks at the workspaces and provides a starting point for what should we do.
We need comparative guidelines for the employer
What is in your account into sick workplace it is one where people feel welcome and assumes that they think about working for this organisation. As it is a transparency of systems and processes as in gauge and include people from the get go. This means having job adverts and job descriptions that match the job and don’t have additional pieces of information that are now not useful or helpful. It means providing information as much as possible about what the recruitment process is going to be. It is considering the interview steps and approaches that are taken are inclusive design. One of the terms that we are understanding more more is an approach taken from education which is called universal design this means that we are taking anticipate we approach to recruiting in supporting people in the workplace recognising that there will be 20% of people who are likely to be nearer detergent in most workplaces. This also means in some places then maybe even higher rates of people who are have talents that need to be supported fully and challenges minimised new inclusive. Practice starts with the leadership thing. This is a good thing for everybody. Barney enveloping approaches in everything you do it, then ends up becoming business as usual rather than something which is this year’s thing.
- Sign up to neuroinclusive practices
- Setting a realistic timeline for delivery
- Manager training – communication and awareness to reduce biases and increase engagement
- Universal design to get going with adjustments
- Being a non-judgemental leader –this does not mean putting yourself in the shoes of the other person but being an ally to them and accepting their view of the world is theirs and is real and not thinking less of, or not accepting that person’s views or experiences.
- Regular check ins with all staff with and without a formal diagnosis to create a psychologically safe space to ask for help and aid productivity
- Being empathic and taking appropriate action
- Gaining feedback from people who are ND within your workplaces