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NEURODIVERSE TEAMS: DISCOVERING NEW TALENT
By Faryn Sand, Content Manager | Mar 7, 2022 1:34:04 PM | diversity & inclusion
| neurodiversity
In today’s economic climate, we are surrounded by signs that the labor market is
shrinking, and almost everything we read indicates that an engaged, diverse
labor pool is not only financially beneficial, but also an important part of
ethical business practice.
Wise business leaders are therefore starting to broaden their search for
employees, and in doing so, might find that their workforce now includes more
neurodiverse team members.
Since this could be a new experience, it’s important to understand what
neurodiversity is, how neurodiverse colleagues can benefit your team, and how
you can collaborate with them most effectively.
What is Neurodiversity?
The Oxford English Dictionary defines neurodiversity as “the range of
differences in individual brain function and behavioral traits, regarded as part
of normal variation in the human population.” In other words, neurodiversity is
an umbrella term that encompasses all the ways that our brains can operate
differently from one another.
Every one of us falls somewhere along a large spectrum of differences in brain
function—a spectrum that doesn’t measure “better” or “worse,” but instead
identifies exactly what the word diversity implies: differences.
There are, of course, commonalities in how our brains generate states like
creativity, focus, task management, etc. But our brains are also highly complex.
So they can, and sometimes must, accomplish things differently depending on how
they’re wired.
The neurodiverse are a community of people who possess an often invisible set of
marked differences, both in terms of behavior and the way they experience the
world, that arise from variations in brain function.
As Harvard Health states, though, ”...there is no one ‘right’ way of thinking,
learning, and behaving, and differences are not viewed as deficits.” While
neurological differences can certainly present specific challenges in the
workplace, they also yield important gifts and abilities that can contribute
immensely to any professional team.
To understand how a neurodiverse team can be beneficial for business, it’s
important first to take a closer look at what neurodiversity really is, as well
as the conditions that allow for neurodiverse talent to flourish.
Neurodiversity exists in many forms. Below, we explore two broad categories, as
well as some key ways that neurodiverse employees can contribute to a team. Keep
in mind that these categories often overlap, and within each one, there is a
vast scope of individual difference:
Neurodiversity that “fits” into a medical model
We’ve likely all heard about forms of neurodiversity acknowledged by the modern
medical system, such as ADHD (Attention-Deficit/Hyperactivity Disorder); Autism;
a wide spectrum of verbal, mathematical, auditory and visual-spatial learning
differences; and even neurological conditions such as Epilepsy.
Each of these arises from a difference in the way the brain operates, and while
the medical model often portrays these forms of neurodiversity solely as
disorders or deficits, individuals with these differences often also possess
unique gifts and abilities.
Potential contributions to the workplace:
Within this category alone, there is a vast spectrum of neuro-differences, and
the gifts of some may be challenges for others. But below is a general list of
some natural skills and abilities that often go unrecognized in those whose
neurodiversity has been labeled by the medical model:
* Multi-tasking ability and entrepreneurial vision
* Synthesis and analysis of data in ways that yield unique insight and
foresight
* Heightened organizational skill and memory
* Elevated creativity levels
* Unique problem-solving capacities
* Ability to connect with others at uncommon levels (not always verbally), and
thus to anticipate the subtle needs of supervisors, colleagues, and clients
Individuals with highly sensitive nervous systems
This is a neurodiverse group not typically acknowledged by the medical world,
yet whose difference in brain function often yields notable powers of insight,
emotional intelligence, and perspective. With the ability to provide a unique
lens on things like decision-making, audience impact, and interpersonal
communication, these individuals are a unique asset to any professional team.
In her Forbes article, “3 Ways to Embrace Neurodiversity in the Workplace,”
licensed social worker, Melody Wilding, refers to these individuals as sensitive
strivers, and identifies them as employees who are “both highly sensitive and
high-achieving.”
Certain individuals even possess greater amounts of nerve cells called mirror
neurons, which allow them to more strongly perceive emotions, both within
themselves and in the world around them, and to pick up on other subtle
environmental cues.
These individuals may show greater sensitivity both to external stimuli such as
light, sound, and touch, as well as to people’s emotions and the general
emotional climate of a given environment. Their aptitude for insight and
foresight can create an advantage for businesses.
Potential contributions to the workplace:
* Ability to create audio-visual and written materials that strongly connect
with your audience
* Insight regarding company culture and decision-making (can often see the
bigger picture and assess for strengths and gaps)
* Insight regarding relationship-oriented strengths and challenges within the
organization
* High levels of self-awareness, and the ability to communicate with, and
anticipate the needs of, diverse types of people–including supervisors,
colleagues, and clients
How to create a neuro-inclusive workplace
There are two important things to keep in mind when it comes to creating a
neurodiverse, inclusive workforce, and an environment that maximizes the natural
gifts of everyone on the team:
1. Neuro-inclusive hiring practices
“The best talent will not be obvious—one must go where one has never been
before....” - Patricia Coleman, Diversity and Inclusion Coach
When it comes to hiring a more neurodiverse workforce, awareness is key. By
understanding what neurodiversity is, you’ll be able to adapt the way you
interview, expand your perspective on what makes a great candidate, and
identify how neurodiversity can contribute to your team.
For more on inclusive hiring practices in general, see our blog post on
building a diverse and inclusive workforce.
2. Neuro-inclusive accommodations in the workplace
While it’s important for employers to understand the many gifts of the
neurodiverse community, and how these individuals can contribute to company
success, it is equally important to understand how to ameliorate some of the
challenges that can also accompany neurodiversity.
Some people might share openly about their differences, while others might not.
Therefore, in order to know when certain changes in the workplace can enhance
well-being and productivity, it’s helpful to learn to recognize neurodiversity
when we see it.
Of course, everyone is different and this is a limited list of examples, but
some common signs of neurodiversity can include things like: difficulty focusing
in certain moments or for long periods of time; challenges with particular
lighting, sound, or other physical aspects of the environment; discomfort with
remaining still for too long; organizational challenges; and greater sensitivity
to harsher tones of voice or aggressive communication styles.
Once you learn to identify some signs that you might be working with a
neurodiverse employee, you can adapt in order to create the conditions for these
individuals to thrive. Here are just a few examples of accommodations that can
maximize neurodiverse contributions to the team:
* During the hiring processes, divide longer sessions into multiple meeting
times, and ask questions that assess deeper thought processes (since many
neurodiverse people shine in this area).
* Consider offering neurodiverse employees a self-managed flexible schedule, if
possible, so they can balance downtime with periods of intense focus–of
course, always taking into account other colleagues who may be impacted.
Note, though, that some neurodiverse individuals will prefer a structured
schedule.
* During meetings, allow for movement if possible—such as walk-and-talks or
standing meetings–and create intermittent breaks.
* Pause and reflect when employees bring something to light that you might not
have considered; they may be offering a unique insight in accordance with
their abilities.
* Whenever possible, offer materials that cater to different learning styles,
such as visual and audio aids, closed captioning, and neutral but clear color
palettes.
* To create a neuro-inclusive environment in a physical workplace, you can opt
to:
* * Replace fluorescent lighting that can be harsh on sensitive eyes
* Offer computer screen light reduction and size options
* Create a physical “quiet corner” of the office, equipped with comfortable
chairs, optional calming music, and items such as noise-canceling
headphones, blankets, and stress balls–a place where employees can go for a
reset.
By raising your own awareness and learning to understand some of the varying
characteristics of neurodiversity, you will be able to tap into more inclusive
and beneficial hiring practices, harness the unique skills of a neurodiverse
team, and identify when changes in work style and environment might increase
company-wide wellbeing, productivity, and success.
Want to learn more about our diversity and inclusion courses? Click here for a
demo!
RELATED LINKS
DEI-Informed Hiring for Neurodiverse Professionals: Job Postings and CVs
by Faryn Sand, Content Manager posted on April 13, 2023
Neurodiverse individuals comprise 15% of the world's population, and we often
don’t even know when the people we work with or seek to hire are neurodiverse.
To create a truly inclusive hiring process, it is critical to provide options
that are beneficial to people with different ways of thinking and experiencing
the world. This not only gives everyone an equitable opportunity for success, it
also helps companies attract and retain some of the best talent.
Read more
Tags: diversity & inclusion, inclusive hiring practices, inclusive hiring,
neurodiversity
DEI-Informed Hiring for Neurodiverse Professionals: Interviews and Onboarding
by Faryn Sand, Content Manager posted on April 20, 2023
It’s beneficial for all companies to cultivate inclusive hiring practices that
will attract and retain people with diverse ways of thinking, working,
processing information, and interacting.
In Part I of this article, we explored ways to create inclusive job posts and CV
review processes for neurodiverse professionals.
Read more
Tags: recruitment, inclusive hiring practices, inclusive hiring, neurodiversity
5 Practices to Counteract Implicit Bias in Multi-Cultural Talent Management
by Allan Halcrow, CultureWizard Contributor, RW3 CultureWizard | posted on
February 11, 2021
There’s no question that implicit bias is closely linked to multi-cultural
talent management. But to explore all the ways in which implicit biases
influence how we manage talent would take up far too much space in a single blog
post. Still, even a few examples can help clearly frame the issue. So, what do
we do about it?
Read more
Tags: DEI Skills and Initiatives
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