Creating an inclusive and supportive workplace means embracing neurodiversity and fostering an environment where every employee feels safe to disclose their neurodiversity status. If an employee trusts you enough to share this information, it’s crucial to respond with empathy, respect, and understanding. In this blog post, we’ll guide you through clear and logical steps on how to react when an employee discloses their neurodivergence. Let’s learn how to ensure a positive and empowering experience for both parties involved.

Step 1: Listen with Empathy

When an employee discloses their neurodivergence, it’s essential to provide a safe and non-judgmental space for them to express themselves. Actively listen without interrupting or making assumptions. Show empathy by acknowledging their courage in sharing this information. For example, you might say, “Thank you for trusting me enough to share this with me. I appreciate your openness.”

Remember, don’t make it about you. Its very likely you might have a neurodivergent friend or relative. Now isn’t the time to reverse the conversation to your own experiences, and instead, give them the space to say what they want to say.

Step 2: Educate Yourself

Take the initiative to educate yourself about the specific neurodivergence that the employee has disclosed. Learn about its characteristics, strengths, and potential challenges. This knowledge will help you better understand their experiences and offer appropriate support. Avoid relying solely on stereotypes or assumptions. Instead, seek accurate information from reputable sources and consult with experts if necessary.

Step 3: Maintain Confidentiality

Respect the employee’s privacy by maintaining confidentiality. Unless there are legal or safety considerations that require sharing the information, keep it confidential. Discuss with the employee how they would like their disclosure to be handled, and obtain their consent before discussing it with others. It’s essential to build trust and create an environment where employees feel safe to disclose their neurodivergence without fear of unnecessary disclosure.

Step 4: Validate Their Experience

Demonstrate empathy and validation by acknowledging the employee’s experiences and emotions. Let them know that their feelings and challenges are valid. Avoid minimising their experiences or offering quick solutions. Instead, say something like, “I can understand that this may present unique challenges for you, and I want you to know that we’re here to support you.”

Step 5: Encourage Open Communication

Encourage open and ongoing communication with the employee. Make it clear that you’re available to discuss any concerns or questions they may have. Ask them how they prefer to communicate and if they require any specific adjustments or support. Creating an open dialogue fosters trust and ensures that their needs are heard and addressed effectively.

Step 6: Offer Reasonable Adjustments and Support

Collaborate with the employee to determine any reasonable adjustments or support they may require to thrive in their role. Be flexible and open to exploring different strategies that can enhance their productivity and well-being. Consider adjustments to their work environment, schedule, or tasks. For example, you might say, “Let’s work together to find adjustments that suit your needs and allow you to excel in your role. Your input is crucial in ensuring we create a supportive work environment.”

Remember, if your employee has recently got a diagnosis, it’s very likely they will not know what reasonable adjustments they need yet, as it will be a time where they are learning more about themselves. You shouldn’t put pressure on them to implement reasonable adjustments if they aren’t ready.

To help with this step, you could use our Neurodiversity Profile to understand your employee better.

Step 7: Training and Awareness

Promote neurodiversity awareness and understanding within the workplace. Offer training sessions or workshops to educate employees about different neurodivergent conditions, common misconceptions, and effective strategies for collaboration. This education helps create a more inclusive and supportive culture for all employees.

Here at Enna, we have a large variety of training workshops designed to support employees and managers with their neurodiversity journey.

Step 8: Review Policies and Practices

Assess existing policies and practices to ensure they align with inclusivity and support for neurodivergent employees. Consider adjustments or additions that promote equal opportunities, provide reasonable accommodations, and prevent discrimination or bias. Engage with HR and diversity teams to implement necessary changes and communicate updated policies to all employees.

Responding positively when an employee discloses their neurodivergence is essential for fostering an inclusive and supportive workplace culture. By following these clear and logical steps, you can create an environment where employees feel respected, valued, and empowered. Remember, each person’s experience is unique, so maintaining open communication and a willingness to learn and adapt is key. Let’s celebrate neurodiversity and build workplaces where everyone can thrive.