The increased awareness of neurodiversity and the subsequent decline in stigma associated with it has been accompanied by a growing call for organisations to embrace neurodiversity in their workplace. To make this happen, organisations need to create an environment that is respectful of employees with different neurological profiles. You can take several steps to kickstart a successful neurodiversity movement in your organisation in 2023.

Create a clear mission statement

First, you need to build a strong foundation for success by creating a clear mission statement about the importance of neurodiversity within your organisation. For example, your organisation is committed to creating an environment where neurodiversity is celebrated, respected, and valued. This statement should be reinforced through ongoing communication and initiatives that reflect the mission.

Assess your environment

An essential step in kickstarting a neurodiversity movement is to assess the current environment to understand how to make it more inclusive. This can be done through surveys, and interviews, thus getting a perspective of your organisation’s current inclusive culture. These surveys will provide valuable insight into what changes need to be made to foster an inclusive environment.

Implement neurodiversity training

Once the mission statement has been created and the current environment assessed, you can start implementing training for all employees about neurodiversity. This training aims to help everyone in your organisation better understand the different neurological profiles and how to interact with and support those who have them correctly. This training should be accompanied by a policy update related to neurodiversity to ensure its implementation across the organisation.

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Make reasonable adjustments

Another critical step is ensuring employees with different neurological profiles get reasonable adjustments, and they are successful. For example, you can make modifications to the  social environment,  such as providing noise-cancelling headphones or allowing more flexible working hours. To better understand what reasonable adjustments may be necessary for each individual, it is essential to have open conversations with neurodivergent employees about their needs.

Develop policies and procedures

Developing policies and procedures that are tailored to the needs of neurodivergent employees is also essential. This could include setting up grievance procedures, providing access to reasonable adjustments, or creating a process for hiring neurodivergent individuals. It is essential to ensure that all policies and procedures are communicated and that all employees know them.

Adjust your hiring practices

You should adjust your hiring practices to ensure that neurodivergent individuals are considered and welcomed into the organisation. This could include reframing your questions such that they focus more on the skills and abilities of applicants rather than their neurological profile. You can also broaden your recruitment sources by partnering with organisations helping neurodivergent individuals find employment.

Be patient

When implementing a neurodiversity movement in your organisation, patience is essential. This process takes time and effort and may take time to happen. It is essential to remain committed to the process and open to feedback from employees with different neurological profiles to ensure the success of your neurodiversity movement.

Promote inclusivity

Finally, it is essential that your organisation actively promotes inclusivity. This can be done through regular events or initiatives that celebrate neurodiversity, such as regular “Neurodiversity Days” or Neurodiversity-focused lunch and learn talks. Promoting inclusivity also means providing access to resources and support groups for employees who are neurodivergent.

These steps can help kickstart a successful neurodiversity movement in your organisation in 2023 and create an inclusive, supportive working environment for all employees. With the proper support and commitment from management and staff, organisations can reap the benefits of embracing neurodiversity.