Building a Neurodiverse Workplace: Strategies for a Thriving Team

As conversations around mental health and diversity grow louder, “neurodiversity” and “neurodivergent” are finally taking center stage. But what do they mean? Neurodivergent simply refers to variations in the way people’s brains work, such as autism, ADHD, OCD, and dyslexia—differences that are part of human diversity, not deficits.

I have ADHD, and while focusing on repetitive tasks isn’t my strong suit, I thrive on challenges that let me rethink processes. Give me a recurring, manual report, and it might take me twice as long as my peers. But give me the freedom to streamline it, and I’ll probably create a template that cuts completion time in half.

A neurodiverse workplace isn’t just inclusive; it’s innovative. Different perspectives lead to creative solutions, yet many workplaces overlook neurodivergent employees’ unique strengths. Fortunately, at AMS, our open, supportive culture has allowed me to grow and make meaningful contributions. In celebration of ADHD Awareness Month (October), here are some ways to create a more neurodivergent-friendly workplace… take it from me, they work!

Offer Flexible Work Locations and Schedules

Neurodivergent employees often benefit from remote work, which provides control over sensory distractions and the freedom to move around and process thoughts out loud. Flexible hours are another win, allowing people to work during their peak productivity times rather than sticking to the typical 9-to-5 schedule.

Swap Unspoken Rules with Clear Expectations

Social cues and unspoken norms can be tough to navigate. Help everyone out by clearly communicating expectations, tasks, and deadlines. Setting explicit guidelines removes guesswork and creates a more inclusive environment. Specific examples of this can include:

• Specify if camera use is required in virtual meeting invites.
• Start calls with introductions and set expectations for level of participation.
• Outline communication norms, including email and chat response times and after-hours guidelines.
• Share meeting agendas in advance and follow up with notes on tasks and deadlines.
• Clarify time-off policies, including sick time usage for short medical appointments.

Talk About Accommodations Openly… and Frequently

Accommodations are crucial but often carry unnecessary stigma. Regularly communicate the process for requesting accommodations, making it a part of company culture. We’ve seen great success at AMS with open discussions in both staff and management meetings, which significantly increase employee awareness.

Train Your Managers

Managers shape the day-to-day experiences of employees more than anyone else. Invest in training that helps them understand and support neurodiverse teams. Knowledgeable managers empower neurodivergent employees to excel, creating benefits for both employees and the business.

Ask Your Neurodivergent Employees

Every neurodivergent person is unique, so there’s no one-size-fits-all approach. Invite neurodivergent employees to share their insights and ideas for improvement, but respect their comfort levels if they’d prefer not to.

Neurodiversity brings tremendous value to organizations willing to embrace it. By implementing these strategies, you’ll not only support neurodivergent team members, you’ll foster a happier, more productive workplace that’s better for everyone. After all, when team members thrive, the entire organization thrives.

By: Kassidy Davis