SUSTAINABILITY & ESG
KELLY & HESTER ’ S SEVEN STRATEGIES TO BETTER ACCOMMODATE NEURODIVERGENT STAFF
Tailored Workspaces Offer sensory-friendly work environments with quiet zones , adjustable lighting , and noise-cancelling options to accommodate those sensitive to sensory overload . This isn ’ t always easy in some locations , but quiet spaces can make a huge difference .
Clear Communication Use clear , direct language in verbal and written instructions . Avoid reliance on indirect language or social cues that may be challenging for some neurodivergent individuals . Don ’ t assume that someone understands what you are implying .
Staff Training Provide neurodiversity awareness training for all employees , run by neurodivergent people themselves . This is important especially for managers and can help to build empathy and understanding , fostering a more inclusive culture .
Customised roles Adjust job responsibilities where possible to align with individual strength . Some neurodivergent employees may excel in areas like problem-solving or creativity but struggle with other tasks . Tailoring roles can enhance productivity and job satisfaction all round .
Mentorship programmes Establish a buddy or mentorship system to support employees , providing them with a go-to person for guidance and helping them feel more connected . You could also set up a neurodiversity employee resource group to help others feel more connected .
Celebrate diversity Promote the unique strengths and perspectives that neurodivergent employees bring , reinforcing a company culture that values and embraces diversity . Starting from the top down helps everyone feel onboard .
Flexible work arrangements Offer flexibility in work schedules , such as remote options or staggered shifts , to help neurodivergent employees manage their energy levels and work in ways that suit their needs .