The Role of Managers in Supporting Neurodivergent Employees
What is Neurodiversity?
Neurodiversity refers to the variations in how brains process information. These variations, known as neurodifferences, can include dyslexia, DCD (dyspraxia), dyscalculia, attention deficit hyperactivity disorder (ADHD), and autism. People with one or more of these neurodifferences are commonly referred to as neurodivergent, and it is estimated that neurodivergent individuals make up approximately 15-20% of the population.
Neurodiversity in the Workplace
Because of their different thinking styles and ways of processing information, neurodivergent individuals often have a number of key strengths and talents that they can bring to the workplace, such as:
Unfortunately, these talents are not always fully recognised and utilised due to existing barriers such as workplace policies, processes, and culture. By not taking steps to become neuro-inclusive, organisations are missing out on a whole talent pool, and access to skills that may give them a competitive advantage.
Neurodiversity Support at Work
Line managers can make or break a neurodivergent individual’s experience at work. They are often the primary contact for employees and have a pivotal role to play in supporting them day to day and in their career development. These managers are engaged in various stages of the employee lifecycle including hiring; induction and onboarding; training and probation; 121’s and performance reviews; and career development.
Hiring
In the workplace, managers frequently play a vital role in the hiring process. They can begin to promote neuro-inclusivity at work by implementing the following strategies:
Ensuring that job descriptions accurately reflect the essential qualifications for the position and avoiding ambiguous terms like 'team player' or 'self-starter'.
Being receptive to engaging in discussions with candidates prior to the selection stages.
Providing appropriate assistance and collaborating with the individual and the recruitment/HR team to determine reasonable adjustments.
Utilising competency-based questions rather than hypothetical scenarios during interviews.
Induction and Onboarding
Induction and onboarding can be a period of uncertainty for employees. As managers, it is important to support neurodivergent individuals in order to ensure their success from the start. Some methods of support are outlined below:
Managing expectations, such as providing guidance on appropriate attire, directions to their designated location, and identifying the appropriate person to seek support from.
Regularly communicating with individuals to establish the level of support they might require within their role.
If someone would benefit from specific adjustments, it is advisable to have these in place from their first day of work.
Training and Probation
Training is a period in which employees can benefit from additional support to help empower neurodivergent individuals in the workplace. During this time, individuals may encounter new processes, experience slower task completion, and have lower confidence levels. Managers can help to address this and support neurodivergent individuals by:
Identifying the individual's preferred methods of processing information to facilitate effective and efficient learning.
Allocating extra time for individuals to grasp new tasks and responsibilities.
Offering timely feedback that includes practical examples and recommendations for growth.
One to One’s and Performance Reviews
One-to-one meetings and performance reviews are opportunities for line managers to provide support to individuals regarding their career development, wellbeing, and workload. Managers can begin to effectively support neurodivergent individuals in these sessions by:
Having a balanced discussion about an individual’s strengths and challenges.
Documenting and following up on any action points discussed.
Directing employees towards helpful resources, such as employee resource groups or employee assistance programs.
Assessing the effectiveness of current adjustments or accommodations.
Career Development
Neurodiversity support at work is often discussed in terms of individuals who may face certain challenges in comparison to their colleagues. However, it is often the unique key strengths and talents of neurodivergent individuals that can contribute to success in their careers, when given the appropriate support. As managers, there are several ways in which you can provide this support:
Recognise and address any obstacles that may hinder an individual’s career growth.
Offer opportunities for individuals to gain experience in roles or tasks that align with their strengths and interests.
Identify mentoring prospects, especially with more experienced neurodivergent individuals in senior positions.
These suggestions are just a brief overview of the role managers can have in supporting neurodivergent employees. In addition to these recommendations, you may be aware of further ways in which managers can offer support. It is important to consider various aspects, but rest assured, you don't have to tackle it all on your own. As a specialised psychological consultancy, Lexxic can support you with a range of neurodiversity products and services, including neurodiversity assessments to suggest reasonable accommodations; informative workshops and webinars, e-Learning solutions for line managers; as well as other consultancy services to meet any other needs, such as reviewing job descriptions or auditing appraisal processes.
For more information, book in a chat with our team today to discuss how you can create a neuro-inclusive workplace.
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