How to sustain the momentum of Neurodiversity Celebration Week throughout the year

It’s one thing to celebrate neurodiversity and the neurodivergent community, but how can we sustain this momentum all year-round? Understandably, regular reminders and re-engagement are necessary for the lessons learnt during neurodiversity celebration week to grow over time. Employees may need to be more actively engaged in the support, while others may forget to treat neurodiverse people with understanding. However, there are some simple yet effective practices to maintain this momentum throughout the year.

Seasonal training for all employees

Regular training sessions with employees are like refreshers on different topics such as neurological differences, understanding, and inclusion of people with diverse mindsets in the workplace. The training doesn’t have to be too formal or lengthy; just a few hours at the start of each season can help remind employees to be more aware and inclusive. Use webinars if in-person sessions are not an option. Give appreciation to all attendees and commend them in your next meeting for their dedication to neurodiversity and inclusion in the workplace.

Train the hiring team about neurodivergent job seekers

The hiring team should be specially trained to identify and assess neurodiverse job seekers. Ensure they are fully aware of the benefits and challenges neurodiverse job seekers may face. The team should be given strategies to ensure everyone can get a fair chance and how to use appropriate language and avoid assumptions when dealing with a neurodiverse job seeker.

Neurodiversity champions team 

Volunteers of all backgrounds within the workplace can come together to form an internal team or ‘Neurodiversity Champions’. The team can put together activities, events and initiatives throughout the year that engages employees and support inclusion. They can also host workshops that address the challenges and opportunities of Neurodiversity at work and identify ways to create an equitable environment.

Celebrating achievements

If your employees are comfortable with public recognition, you can use the platform to celebrate their achievements and what they contribute to the workplace. This could be through articles, emails or even a live video dedicated to recognising your neurodiverse team members. You can note something like, “We are proud to have such an amazing and diverse team. X has been an integral part of our team, and we appreciate their work!”.

Anonymous comments 

If you’re comfortable with anonymous feedback, set up an anonymous survey or a comment section that allows people to express their thoughts on Neurodiversity at your workplace. It will give you a better understanding of the experiences and opinions of neurodivergent colleagues as well as where there are areas for improvement. This also allows employees to speak up if their concerns are not addressed adequately. Then, once you’ve gathered the comments, read your feedback publicly and commit to taking actionable steps.

By implementing some of the practices mentioned above, your workplace can continue to support Neurodiversity even after the end of Neurodiversity Celebration Week. It is essential to ensure that everyone in the organisation understands the importance and value of neurodivergent people, which will create an inclusive environment within the workplace.