First steps in moving toward a neuro-inclusive workplace

Here are some basic things every organization can do to create an environment that works for different neurodivergent people.

Responsiblity 

• A clearly defined section in HR policies that addresses neurodiversity, its significance, and guiding principles
• Practical, concrete guidelines developed for managers and supervisors
• Training on neurodiversity and neuroinclusion provided for all employees, and neuroinclusive leadership practices for managers
• Neuroinclusion embedded as part of organisational responsibility and accountability

Communication

• Communication is clear, concise, and straightforward
  
• Key messages and instructions are repeated across multiple channels (e.g. email, intranet, team meetings, visual reminders)
  
• Information is provided in multiple formats
  
• Visual elements and infographics are used to ensure messages can be understood at a glance

Recruitment

• Use of plain and accessible language in all written and oral communication
• Mention neuro-friendliness in the job ad
• No long or unnecessarily complex forms; no overly lengthy recruitment processes
• Open and flexible dialogue between recruiters and candidates about support needs during the recruitment process, with this possibility clearly stated in the job advertisement
• Providing alternative ways for candidates to demonstrate their skills and competence
• Removal of time limits in psychometric tests when time pressure is not essential
• Offering alternative ways to familiarise oneself with the role during onboarding

See interview with a recruitment specialist (In Finnish)

Office space

• Quiet and low-stimulation rooms available as an option to office landscape
• A variety of seating options
• Desk partitions or screens
• Noise-cancelling headphones
• Quiet keyboards and mice
• Fidget tools or stress-relief items
• Balance or activation cushions
• Possibility for remote or hybrid work

Leadership

• Managers know their employees as individuals
• Managers are aware of neuroinclusive policies and practices and neurodevelopmental conditions in general
• Openness and encouragement to share needs and working preferences
• Willingness to adapt work and provide support in work phases that feel particularly challenging
• Recognising individual strengths and shaping work to reflect them, enabling experiences of success
• Clear short-term goals and task-oriented, list-based action steps
• Empathy and understanding, with genuine appreciation for difference

How do I encounter someone who discloses their diagnosis?

You could always try this…

Wow, interesting, tell me more about it!
I am so pleased we have such different thinkers and doers here!
How does your condition impact your work and everyday life? What should I be aware of in order to make your life easy?