If you want to ensure your neurodivergent employees feel welcome, supported, and safe in your business, you must have the proper policies in place. Developing and implementing these policies can be difficult if you’ve never done it before, but they are a necessity as the times evolve and more and more businesses are hiring and acknowledging neurodiverse individuals.
So, as you work to create an inclusive work environment, here are some tips to help you get there.
1. Take the Time to Educate Yourself on Neurodiversity
The first and what I would say is the most important step to creating supportive policies is to get educated on the matter. Neurodiversity has a lot of layers, and if you want to create an environment that supports all kinds of neurodivergent individuals, you have to do the research to get there. Not only will you learn about different lifestyles and perspectives, but you will also learn about the legalities you must uphold as an employer. When you have a solid foundation of education, you can develop stronger policies.
2. Speak With Your Neurodivergent Employees
Education is crucial, but so is first-hand experience. If you want to create policies that will make an impact and will actually help your neurodivergent employees, take the time to speak with them and learn what they might need. If you don’t have neurodivergent employees or are unsure if you do, reach out to others in your industry and community to make possible connections there. Getting first-hand information can help you develop policies that will actually support those in your organization.
3. Assess Your Current Processes
While you are on the road to creating new policies, don’t forget to look at the ones you already have. Your hiring, onboarding, and training processes might be years old and need a revamp. It is time to see if your current processes support the perspectives and needs of neurodivergent individuals. Many businesses find their hiring process stuck in the past, and their definition of an “ideal worker” is no longer relevant. In order to implement effective new policies, you must get rid of the ones that are holding your employees back.
4. Include Everyone
You are not the only one who will be affected by these new policies. Everyone in your organization will have to get acquainted with them. When you start to create new policies, do it with everyone in mind. This means including everyone in the conversation and explaining the “why.” Not only will this show your current team members that positive growth is happening around them, but it will also push them to be educated in neurodivergent topics. Including everyone from team members to executives can help stop unconscious biases from growing once new policies are implemented. You might even learn that your current employees will benefit from the new policies.
5. Reassess Frequently
An essential thing to remember when creating new policies that support your neurodivergent employees is that they are bound to change over time. You can not assume that a policy put in place in 2024 will still be relevant and impactful in 2026. I suggest taking time every year to review your company processes and policies (neurodiversity related or not) and reassess them to ensure they are still making the impact you want them to make. This habit will ensure that you stay up to date with the times and needs of those around you.
Creating new policies will take time, but it is necessary when you want to create a supportive work environment for your neurodivergent employees. If you have questions or want to strengthen your support for your neurodivergent team members, contact me!