{"id":182,"date":"2026-01-10T22:14:59","date_gmt":"2026-01-10T20:14:59","guid":{"rendered":"https:\/\/sites.uwasa.fi\/neuroprism\/?page_id=182"},"modified":"2026-01-20T08:40:50","modified_gmt":"2026-01-20T06:40:50","slug":"first-steps-in-moving-toward-a-neuro-inclusive-workplace","status":"publish","type":"page","link":"https:\/\/sites.uwasa.fi\/neuroprism\/first-steps-in-moving-toward-a-neuro-inclusive-workplace\/","title":{"rendered":"First steps in moving toward a neuro-inclusive workplace"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-178\" src=\"https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash-300x225.png\" alt=\"\" width=\"743\" height=\"557\" srcset=\"https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash-300x225.png 300w, https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash-1024x768.png 1024w, https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash-768x576.png 768w, https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash-1536x1152.png 1536w, https:\/\/sites.uwasa.fi\/neuroprism\/wp-content\/blogs.dir\/4\/files\/sites\/275\/2026\/01\/prakasit-khuansuwan-yyd8srn7weu-unsplash.png 2048w\" sizes=\"(max-width: 743px) 100vw, 743px\" \/><\/p>\n<h2>First steps in moving toward a neuro-inclusive workplace<\/h2>\n<p data-start=\"9508\" data-end=\"9558\">Here are some basic things every organization can do to create an environment that works for different neurodivergent people.<\/p>\n<p data-start=\"9508\" data-end=\"9558\"><strong>Responsiblity\u00a0<\/strong><\/p>\n<ul>\n<li><span style=\"font-weight: 400\">A clearly defined section in HR policies that addresses neurodiversity, its significance, and guiding principles<\/span><\/li>\n<li><span style=\"font-weight: 400\">Practical, concrete guidelines developed for managers and supervisors<\/span><\/li>\n<li><span style=\"font-weight: 400\">Training on neurodiversity and neuroinclusion provided for all employees, and neuroinclusive leadership practices for managers<\/span><\/li>\n<li><span style=\"font-weight: 400\">Neuroinclusion embedded as part of organisational responsibility and accountability<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Communication<\/strong><\/p>\n<ul>\n<li><span style=\"font-weight: 400\">Communication is clear, concise, and straightforward<\/span><span style=\"font-weight: 400\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400\">Key messages and instructions are repeated across multiple channels (e.g. email, intranet, team meetings, visual reminders)<\/span><span style=\"font-weight: 400\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400\">Information is provided in multiple formats<\/span><span style=\"font-weight: 400\"><br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400\">Visual elements and infographics are used to ensure messages can be understood at a glance<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Recruitment<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Use of plain and accessible language in all written and oral communication<\/span><\/li>\n<li>Mention neuro-friendliness in the job ad<\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">No long or unnecessarily complex forms; no overly lengthy recruitment processes<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Open and flexible dialogue between recruiters and candidates about support needs during the recruitment process, with this possibility clearly stated in the job advertisement<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Providing alternative ways for candidates to demonstrate their skills and competence<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Removal of time limits in psychometric tests when time pressure is not essential<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Offering alternative ways to familiarise oneself with the role during onboarding<\/span><\/li>\n<\/ul>\n<p>See interview with a recruitment specialist (In Finnish)<\/p>\n<p><iframe loading=\"lazy\" title=\"Aivovoimaa tietoiskusarja: Neuromoninaisuus rekrytoinnissa\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/2QDpTLJ979Y?list=PLYG9oFa52MArewZ1dRcZStIxlQkNrOf20\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<div class=\"cookieconsent-optout-marketing\">Content blocked, <a href=\"javascript:Cookiebot.renew()\">allow all cookies<\/a> for seeing the content.<\/div>\n<p>&nbsp;<\/p>\n<p><strong>Office space<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Quiet and low-stimulation rooms available as an option to office landscape<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A variety of seating options<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Desk partitions or screens<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Noise-cancelling headphones<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Quiet keyboards and mice<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Fidget tools or stress-relief items<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Balance or activation cushions<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Possibility for remote or hybrid work<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Leadership<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Managers know their employees as individuals<\/span><\/li>\n<li>Managers are aware of neuroinclusive policies and practices and neurodevelopmental conditions in general<\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Openness and encouragement to share needs and working preferences<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Willingness to adapt work and provide support in work phases that feel particularly challenging<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Recognising individual strengths and shaping work to reflect them, enabling experiences of success<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Clear short-term goals and task-oriented, list-based action steps<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Empathy and understanding, with genuine appreciation for difference<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong>How do I encounter someone who discloses their diagnosis?<\/strong><\/p>\n<p>You could always try this&#8230;<\/p>\n<blockquote><p><span style=\"font-weight: 400\">Wow, interesting, tell me more about it!<br \/>\nI am so pleased we have such different thinkers and doers here!<br \/>\nHow does your condition impact your work and everyday life? What should I be aware of in order to make your life easy?<\/span><\/p><\/blockquote>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>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\u00a0 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 [&hellip;]<\/p>\n","protected":false},"author":119,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-182","page","type-page","status-publish","hentry"],"acf":[],"lang":"en","translations":{"en":182},"pll_sync_post":[],"_links":{"self":[{"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/pages\/182"}],"collection":[{"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/users\/119"}],"replies":[{"embeddable":true,"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/comments?post=182"}],"version-history":[{"count":6,"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/pages\/182\/revisions"}],"predecessor-version":[{"id":194,"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/pages\/182\/revisions\/194"}],"wp:attachment":[{"href":"https:\/\/sites.uwasa.fi\/neuroprism\/wp-json\/wp\/v2\/media?parent=182"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}