In today’s diverse workplaces, understanding and supporting the needs of neurodivergent employees is not just a matter of inclusivity—it’s a practical approach that can lead to a happier, more productive team.
Adjustments and accommodations don’t need to be big and expensive, small changes can make a significant difference in how comfortable and effective neurodivergent employees feel in their roles.
Here, we explore the experiences and suggestions of neurodivergent employees from the Project’s National Advisory Group, highlighting how changes can transform the workplace.
The power of work tours during interviews
Job interviews can be challenging, especially for neurodivergent candidates. One adjustment that can make a big difference is including a work tour as part of the interview process. This allows candidates to get a feel for the work environment and the equipment they’ll be using, which can significantly impact their comfort and performance during the interview.
A neurodivergent employee noted,
“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you, and the employer gets to see how you react to the environment.”
This simple adjustment not only benefits the candidate but also gives employers a better understanding of how a potential employee will fit into the workplace.
Transitioning to a new work environment
Starting a new job can be daunting for anyone, but it can be especially challenging for neurodivergent individuals. A simple yet effective tool could be a transition guide similar to those used for school transitions. This guide might include photos of key people, descriptions of the work environment, and clear expectations.
As one employee suggested,
“If you think of a transition-to-school booklet, for example, ‘this is the uniform,’ ‘here is the toilets,’ it could be a transition to your new work environment, ‘this is who you will talk to,’ and include a photo of that person. That would be amazing.”
This type of resource can help new employees feel more prepared and less anxious about starting a new job.
The importance of clear communication
Clear and unambiguous communication is vital in any workplace, but it’s especially important when setting expectations for neurodivergent employees. Ambiguities in instructions or policies can lead to confusion and mistakes.
Pen, a neurodivergent employee, shared an experience,
“When I started at a bakery, they told me what was expected regarding uniform and things, but they used wording like ‘we would prefer,’ which led me to believe there was an option to not comply. Luckily, a support person clarified my mistake. Clear and unambiguous wording and expectations would have been helpful in that case.”
Ensuring that communication is straightforward and expectations are clearly stated can prevent misunderstandings and help employees succeed.
Creating sensory-friendly spaces
Imagine being able to step away from a bustling office into a quiet, darkened room designed to help you recharge. This is the concept of a sensory room, a space where employees can retreat when they feel sensorily overloaded. As one neurodivergent employee shared,
“I love the idea of businesses or organisations that provide employees with a sensory room. Somewhere to go when you get sensorily overloaded, where it might be dark and have low levels of noise and sensory input.”
Providing a sensory room or space can be a simple yet powerful way to accommodate the needs of neurodivergent employees, helping them manage stress and maintain focus throughout the day.
The impact of flexible working arrangements
Flexibility is key to creating an inclusive work environment. For many neurodivergent individuals, the presence of flexible working arrangements can be a deciding factor in whether they feel comfortable applying for a job.
One employee explained,
“Sometimes even just seeing if they mention anything about flexible working arrangements in the job ad or position description can help me get a vibe or feeling to determine if a certain employer is likely to be able or flexible to work with me in an inclusive way.”
Employers who clearly communicate their commitment to flexibility in job ads and descriptions are more likely to attract neurodivergent candidates who value such accommodations.
Building a stronger, more resilient and innovative workplace
Accommodations and adjustments don’t have to be complex or costly, but they can have a profound impact on the well-being and productivity of neurodivergent employees. From sensory rooms and work tours to clear communication and flexible working arrangements, these small changes can make a big difference.
By listening to the needs of neurodivergent employees and making thoughtful adjustments, businesses can create an environment where everyone has the opportunity to thrive. These steps are not just about being inclusive—they’re about building a stronger, more resilient, and innovative workplace.
