Pick the low hanging fruit - then do the deep work
One of many things we at DL have observed in the workplace and are choosing to highlight (while this neurodivergent progressive movement grows) is that when it comes to introducing change, organisations can gravitate towards the low hanging fruit first.
Whether it’s a policy or change to working practices, systems or processes. We get it. We are hard wired towards 'safety' and so when we hear something 'certain' we gravitate towards that.
Here is something to say to organisations:
We imagine you hold a huge amount of responsibility and dilemma when you want to honour and invest in your employees
We know your efforts are built upon large strategic ideas, that can lose the individual
You uphold strength on your brand and concept, while holding uncertainty about your strategy towards the humans in your (work)force
Let's explain what we mean by that... It's well meaning -- yet undertaken too fast, introducing blanket ideas of humanity and personhood. It's disconnection and conformity. At DL, we are a collective, yet we strive to focus on the individuality of a person.
Your acknowledgement of neuroinclusion/neurodivegence is a progressive strategy. However, what often happens is once that first round of harvesting is complete, the will to do the harder stuff quickly wanes.
We want to challenge that thinking when it comes to neuroinclusion at work.
Doing the bare minimum, the light touch stuff, the little changes that may look good but have no real impact for staff, cannot become the accepted norm.
For too long, neurodivergent staff have struggled to meet the predominant neurotype standards. When it comes to environment, routine, and approach at work, neurodivergent colleagues have been left out in the cold. Often struggling in silence, unable to advocate for themselves.
It isn’t enough to have a DEI group. Or a “share and learn” session. Or state that you accept neurodivergence. Or even have a statement at the end of your recruitment pack stating your organisation is a champion of diversity. Although these are all excellent places to start.
This is because neurodivergence is COMPLEX.
There is nothing we’ve found in the social universe – yet – that is more complex than a human neurobiology. Or more diverse. To create real cultural change in your organisation, you need to think outside of the box when it comes to neuroinclusion.
A few top tips aren’t going to do it, although we do share a few areas for your consideration below.
What can have real traction is involving neurodivergent staff in setting and reviewing organisational policies. Or asking colleagues to cocreate changes to your physical working environment.
But what is really going to have the biggest impact is taking the time to understand your staff.
Your staff are your biggest asset. And most expensive. Did you know that replacing a single employee can cost upwards of £25k in lost productivity? And in 2023 alone, one in seven people resigned from their jobs. (source: 2023 Cendex Labour Turnover Report.)
That’s a staggering 4.9 million people moving jobs. The lost productivity cost is eyewatering.
It is far cheaper to retain good people and make reasonable adjustments to keep them, than it is to continually see staff burnout, take prolonged or repeated absence, or leave entirely.
It is in your best interests as an organisation to get to know your neurodivergent staff. To help them get under the skin of their neurocomplexity. The rewards are huge, the downsides almost nonexistent. And what you do for neurodivergent people benefits your whole workforce. Because in reality, we all have different neurobiology, working styles, communication preferences, and process information differently.
Here’s where to start...
The low hanging fruit...
Start the conversation: Set up a few share and learn sessions
Listen, listen, listen: Talk to a panel of neurodivergent colleagues and ask them how they feel about their differences and how they are expected to operate
The deeper work...
Make your workplace a safe space for neurodivergent people
Hold all staff, irrespective of seniority or experience, accountable if they don’t uphold your organisational policies on workplace bullying and disability inclusion
Spend time getting to know your workforce and finding out how many of your colleagues identify as neurodivergent
Sound too big? Then get in touch with DL and we’ll help you navigate becoming a progressive organisation that embodies and explains neuroinclusion. We offer organisations full NeuroBiological Profiling and support to put the divergent adjustments in place that benefit the employer and the employee.
If you want Thriving and Flourishing staff and those are things you value. Or maybe you have never explored those values as an organisation?
Get in touch.
