Empower others

When someone tells you they are neurodivergent, ask what support they need to thrive in the workplace.

If that means they need to wear headphones in the office, work from home, or maybe get up regularly to stretch their legs and get rid of excess energy, is any of that really an inconvenience?

Be open to doing things differently.

Encourage discussion among teams about how each person works best and allow people to play to their strengths.

Yes, there may be some who will use a diagnosis to “get away with things”, but they will be in the minority.

In general, if someone is asking for an accommodation it’s because it will help them to feel more comfortable and to be a better employee.

Are you aware of how neurodivergent colleagues perceive the world?

Do you understand that two colleagues with ADHD/Autism may have wildly different support needs?

The best way to learn is from listening to those with lived experience of adapting their neurodivergent selves to a neurotypical world.

Learning & Development teams are being downsized and many services are having to be bought in.

When selecting providers, check that their learning solutions take into account the differences in how people learn and how they perceive the world.

If you’re paying for an external coach, check whether the intended colleague would benefit from someone who has experience adapting their style to suit an ADHD or neurodivergent brain. The right coach makes all the difference!

If the people in charge of the business all have neurotypical brains and limited experience of other brain types, it’s vital that they are educated on the differences.

Big business changes would benefit from being looked at through a neurodivergent lens before being rolled out to all colleagues. It’s important to get the messaging right for ALL colleagues to engage with the change.