Not everyone thinks the same way. Rather than aim for conformity of mind among their staff, business leaders should embrace more diverse approaches and thought processes. By offering unique perspectives and innovative solutions, neurodivergent employees can become key players at their companies.
To effectively leverage the skills and talent of employees who are not neurotypical, company leaders may need to adopt new policies or adjust certain processes. Below, 13 experts from Forbes Coaches Council look at some of the most productive ways leaders can support neurodivergent employees.
Forbes Coaches Council members discuss productive ways for business leaders to support neurodivergent employees.
Photos courtesy of the individual members.1. Understand What It Means First
Initially, it is important to gain a general understanding and knowledge of what neurodivergence is and the various opportunities leaders have to lead from a dignified and inclusive foundation. Be vulnerable. Share leadership with others to build a culture where differences are honored and trusted, and the strengths of those differences are utilized, optimized and maximized for collective success. - Lori Harris, Harris Whitesell Consulting
2. Ask Them Directly
Reach out directly and ask them. Also, be sure to reach out and consult with folks who have actual expertise in that area. You don’t always have all of the answers yourself, so seek help from and defer to those who have more experience and knowledge about it. And reach out to your network to see how other organizations are supporting neurodivergent employees. - Dhru Beeharilal, Nayan Leadership, LLC
3. Build A Strength-Based Support System
The key to supporting neurodivergent employees is to build a strength-based support system so that they can contribute their best. Help them find their most valuable strengths: creativity, attention to detail, being rules-based, etc. They can leverage these to take on roles built for those strengths. Be open-minded and help them thrive. - Kelly Huang, Genesis Advisers
4. Provide Specialized Guidance
“Neurodivergent” describes individuals who may be on the autism spectrum. These employees might need special guidance to help them to understand tasks that may come easy to others. Whether they are neurodivergent or neurotypical, to provide the best possible support to your valued employees, evaluate their needs and provide them with the required support, such as coaches or facilitators. - Lillian Gregory, The HumEx Institute
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5. Hire A Neurodiversity Expert
Hire an expert in neurodivergence, or train someone in it internally. Embracing neurodiversity is a trend that could easily become an ineffective fad if not managed properly. A lot of people are talking “neuro” these days, but very few really know the details, benefits and challenges. Having the right expertise on your team will improve your chances of doing it better. - Purdeep Sangha, Sangha Worldwide
6. Find The Best Roles For Them
Neurodivergent employees can be valuable assets to various aspects of your company. The best thing you can do to manage them is to find the seats they fit best, given their skill set, and task them only with matters they can succeed in. It is imperative that you don’t overload them; instead, find where they fit best and watch them and your company flourish. - Jon Dwoskin, The Jon Dwoskin Experience
7. Help Them Unleash Their Full Potential
Neurodivergent employees offer companies the opportunity to push beyond the boundaries of the tried and tested. Rather than treating them differently, empower these employees to unleash their full potential across all spheres of the business. Be cognizant of their approach and perspective, and use those not only to pause and reflect, but also to initiate action toward a unique outcome for all. - Arthi Rabikrisson, Prerna Advisory
8. Expand Work-From-Home Opportunities
Companies can support neurodivergent employees by expanding WFH opportunities. Many neurodivergent employees find traditional office settings unwelcoming because of too much stimulation, such as bright lights, noise and constant interaction with people. Companies can employ a more inclusive brain trust by actively supporting remote work while fostering positive employee experiences. - Tracy Levine, Advantage Talent, Inc.
9. Learn From Other Organizations
Find out how other organizations have engaged their neurodivergent employees in fun, creative, positive and prosperous ways. This is an area where there are a lot of enthusiastic people who don’t mind sharing more, as those who have seen these employees succeed want others to have the same experience. Their passion around this cause can fuel your new ideas, even prosperous ones. - John M. O’Connor, Career Pro Inc.
10. Enhance Diversity And Inclusion Initiatives
An increasing body of research shows that the number of neurodivergent employees in the workforce is growing. Just as organizations are stronger when they embrace diversity and inclusion initiatives for other populations, the same applies when neurotypical employees have the opportunity to interact in meaningful ways with colleagues who are neurodivergent. Look for ways to accommodate and support everyone. - Jonathan H. Westover, Utah Valley University & Human Capital Innovations, LLC
11. Invest Time To Understand Each Employee
Invest the time to understand the value and differences in each of your employees, and acknowledge and identify any special needs that will help each person stay engaged. Talk to them. This investment of time will foster trust between employees and leaders, and it can also increase productivity by enhancing strengths. This is a key way to succeed in supporting neurodiversity. - Denise Russo, School of Thoughts
12. See If Existing Tools Align With Actual Needs
To better support neurodivergent employees, ask them what they need! Probe multiple dimensions from different angles; talk to supervisors, colleagues and neurodivergent individuals themselves. Analyze existing processes, tools and leadership support to see where they do and don’t align with actual needs. Don’t design solutions for problems that don’t exist; rather, find the ones that do exist and address them. - Faith Fuqua-Purvis, Synergetic Solutions Consulting LLC
13. Make As Many Accommodations As You Can
Don’t try to figure it out. Ask them. Show them respect by asking them how you can best accommodate their diverse needs. Make it clear that you can’t promise to do all that they suggest, but that you’ll do as much as possible. Be sure to explain both the adjustments you’ve made and why some adjustments weren’t feasible. - Joel M. Rothaizer, Clear Impact Consulting Group
