6 Ways to Build a Brand as a Neurodiverse Employer

With 15-20% of Australians being Neurodivergent, being a neurodiverse-friendly employer is not just a moral imperative but a strategic advantage. Neurodiversity encompasses a range of conditions, including ADHD, autism, dyslexia, and a whole lot more.

As leaders responsible for HR or leading teams with neurodivergent employees, fostering an inclusive environment can enhance innovation, employee satisfaction, increase retention, and improve overall performance.

I’m on a mission to help organisations understand and harness the great power of their neurodivergent workforce.

Here are six actionable steps to help you build a brand that champions neurodiversity.

1. Be Clear About Your WHY

With any strategy, the WHY is a good place to start.

• WHY does neurodiversity matter to your organisation?
• WHAT are the intrinsic benefits to cultivating inclusivity?

Make sure your ‘why’ is woven into your company’s mission, vision, and values, ensuring everyone understands the importance of an inclusive workplace. Clarity these messages through communication to inspire trust and engagement among employees.

2. Identify and Engage Neurodivergent Employees

15-20% of Australians are neurodivergent. Do you know who your neurodivergent employees are? Do you know what their experience is? Some neurodivergent people won’t unmask themselves if they don’t feel safe and so without psychological safety, they may be reluctant to step forward. Can you survey your people anonymously to get their feedback and insights?

• What works and doesn’t.
• Do they feel supported?
• Are they able to get the accommodations they require?
• Do they feel understood?
• How safe do they feel in disclosing their neurodivergence?

Done right, this process will help you gather data to support the actions you take next. Done right, these people will become powerful advocates and help you shape your policies. Lived experience is everything and invaluable for creating a thriving work environment for everyone.

3. Review Your People Processes

Thoroughly review your people processes, including recruitment, onboarding, performance management, and accommodations. Are your current practices inclusive and supportive of neurodivergent employees? Implement necessary changes to ensure that your processes are fair and accessible. This might include offering flexible working arrangements, providing assistive technologies, or adjusting communication methods to cater to different needs.

Download this Checklist to get started: Neuroinclusive Recruitment Checklist

4. Launch an Internal Education Campaign

Education is key to fostering an inclusive workplace. Start an education campaign aimed at increasing awareness and understanding of neurodiversity.

Use training sessions, workshops, and informational resources to educate your workforce. Emphasis that understanding that everyone has different brains, experience, backgrounds and that diversity benefits everyone.

Brain-friendly communication and feedback techniques should be the cornerstone of how people communicate.

5. Pilot Initiatives with Supportive Leaders

Initiate pilot projects with leaders who are already supportive of neurodiversity. This can include testing new tools, techniques, technologies, and processes aimed at improving inclusivity. Collaboration with these leaders can help refine approaches before a broader rollout. Their success stories can serve as powerful testimonials, encouraging wider acceptance and implementation of neurodiverse-friendly practices.

6. Cultivate a culture that celebrates different thinking and communication styles.

Encouraging a culture of collaboration and innovation is essential for organisations who want to grow. With different brains comes different styles of communicating and thinking. We want this.

As leaders, develop facilitation techniques that harness those different styles, insisting on psychological safety as the foundation for fostering open communication. If people don’t feel safe, you won’t get their best ideas.

Building a brand as a neurodiverse employer is an ongoing journey that requires commitment, education, and adaptation. By following these steps, you can create a workplace that not only accommodates neurodiversity but leverages it as a strength, driving your organisation towards greater inclusivity and success.