With so much on your plate when it comes to running a business, neurodiversity training might not be at the top of the priority list, causing it to be a box just to check off.
However, if you want to see your organization thrive into one that is inclusive, empowering, and successful for all who work there, neurodiversity training is an absolute must to achieve this goal. All it takes is the right step forward.
Looking at it as another box to check will set it up for failure, but when you view neurodiversity training as a means to create a more inclusive and supportive environment for your team members, you can start training with success.
Start With an Open and Trusting Environment
To ensure the effectiveness of neurodiversity training, it is essential to begin with an open and trusting environment.
Neurodiversity training is likely to bring a range of questions and new conversations to the forefront, and you want your team members to feel safe in bringing up their questions and concerns without fear of judgment or repercussions.
Additionally, an open and trusting environment will ensure that the topics discussed are genuinely listened to and embedded into your culture.
Focus on Empathy and Strengths, Not Diagnosis and Deficits
One common issue that organizations may encounter when conducting neurodiversity training is focusing solely on labels, diagnoses, or deficits associated with neurodiversity. This detracts from the people involved and strays further from what is being taught.
Instead, organizations should focus on understanding and supporting neurodivergent individuals. This puts back into focus the tools and resources leaders need in order to provide that support.
Utilize Multi-Modal Education
Corporate neurodiversity training often takes the form of a pamphlet or booklet, or even a short video. However, these are only so helpful in educating people about their needs and the support available to them.
Utilizing different forms of education for neurodiversity training, including neurodivergent speakers and educators, such as myself, can ensure that learning is not surface-level.
Additionally, by offering education through text, audio, or visual learning components, you are supporting the neurodivergent employees already on your team and implementing effective educational tools for the future.
It’s Not a One-and-Done Training
A main aspect to consider when conducting neurodiversity training is that neurodiversity awareness and best practices are constantly evolving and changing over time.
It becomes essential to update your training to include the latest technologies and insights, ensuring your team is up to date and that neurodivergent individuals are supported at all times.
Most Importantly, Have You Consulted With Neurodivergent Individuals?
The most significant problem I see organizations face when implementing neurodivergent training is not listening to or including the voices of neurodivergent individuals. Reading off from a booklet can be easy, but it is not effective.
If you have neurodivergent team members who are willing to discuss their needs and support, you can gain a better understanding of the tools and resources necessary to provide that support. Additionally, bringing in a neurodivergent speaker and educator, such as myself, can help make the training more effective, as now it is no longer words on paper, but a real person standing in front of you. Questions can be asked and answers can be given.
Including neurodivergent individuals is the most effective way to implement neurodivergent training in the workplace.
If you have questions or wish to bring this education to your workplace, send me a message or contact me through my website, Haley Moss.