Neurodiversity Celebration Week ran on the 21st to the 28th March. Around the UK and throughout the world, employers of all shapes and sizes posted on social media, did training, published blogs and got involved. It was a fantastic week and it was great to see neurodiversity trending on websites, the media and different social platforms. But given the week is over, what can you do to keep the momentum going and ensure neurodiversity isnt forgotten about at your company until next year?
1. Talk about neurodiversity and become an ally
Allyship is when a person of privilege works in partnership with a marginalised group to remove the barriers that challenge that group rights, provide equal access and opportunity to thrive in our society.
Neurodiversity Celebration Week was a great time to get the conversation going about neurodiversity, but after the week, these conversations can be more challenging, as we might be scared to say the wrong things or offend someone, so instead, we say nothing.
Now is the time to talk about neurodiversity. Whether thats in meetings, forums, over lunch breaks, the best thing you can do is simply start the conversation.
You can be a neurodiversity ally in lots of different ways. Firstly, simply listening and understanding to your neurodivergent colleagues. Understand their strengths, their challenges, their skills and their talents. The best way to learn is from the individual themselves.
2. Set up or join a neurodiversity employee resource group
Neurodiversity employee resource groups don’t just have to be for those that are neurodivergent. They are a great tool for everyone at your company to get involved with to push forward the neurodiversity movement. They can also create a safe and confidential space for neurotypical colleagues to ask their neurodivergent colleagues questions, and promote allyship in the workplace.
A simple way to start is by approaching someone that is responsible for diversity and inclusion and simply asking them how you can support neurodiversity in your workplace.
3. Educate your team
Enna offers neurodiversity training to HR, managers and the wider team. Our training is led by neurodivergent faciliators, that are happy to answer any questions and use their experiences of recruitment and the workplace. You can take a look at our training offering here.
But, if you’re not quite at that stage theres lots of easy things you can do. Similarly sharing articles, research or other posts with your team can be really helpful in keeping people aware of the neurodiversity movement and whats going on. Whether this is through your company intranet, Slack channel or Whatsapp group.
4. Recognise the importance of accomodations
Small changes and accomodations can make your neurodivergent colleagues work lives that little bit easier. Talk to them and ask them how you can support them and if theres anything you could do differently. It isnt just a conversation for Neurodiversity Celebration Week. As a colleague settles into their job, they may find themselves taking on more responsibilities and learning new things, which can create new strengths but again, new challenges. Check in with them when you can and support them as they grow and develop. This is so important for helping your neurodivergent colleague thrive in the workplace.
5. Think about neuro-inclusive recruitment
A lot of the time, employers can create barriers to recruiting neurodivergent employees without them even knowing. From things such as overcomplicating your job descriptions to asking left field questions when you’re interviewing, you may be missing out on exceptional neurodivergent candidates.
If throughout 2022 you’re interviewing or recruiting, its important to learn how to effectively interview neurodivergent candidates, and analyse your recruitment methods to ensure you aren’t creating any unnecessary barriers.
Here at Enna we can support you to recruit a neurodivergent talent pipeline and remove these barriers. Through our accessible jobs board we can help you attract neurodivergent candidates and support them along the way.
Finally – we’re always happy to chat! Feel free to email us on email@example.com to talk about neurodiversity within your organisation.