Neurodiversity hiring programs are an amazing resource for neurodivergent professionals seeking employment. However, that is all they are sometimes. This can lead to neurodivergent individuals getting jobs that accommodate their needs and are in a career they are skilled in, but it does not help with whatever might come after that.
This could lead to stagnant careers or to neurodivergent individuals having to move from job to job because there is no guidance afterward. On the other hand, leadership tracks exist to help employees move up in their roles and careers, but more often than not, these tracks inadvertently close off neurodivergent individuals.
Leadership tracks are the next necessary step, but for many, they might be unattainable. This is why neurodiversity hiring programs need to take it a step further and create systems designed to grow and advance neurodivergent individuals into leadership positions.
Current Leadership Tracks Lead to a Copy and Paste Method
Current leadership tracks tend to attract and mold the same type of people. This leads to leaders having very similar perspectives, outlooks, and processes, continuing to close doors to those who might think differently. This copy-and-paste method has “worked” for many years, but one of the most significant tools for great leadership is different perspectives.
By changing leadership tracks and creating systems that include and support neurodivergent individuals, new perspectives, different outlooks, and varied processes can be brought into the workplace, allowing not only the organization to grow but also neurodivergent individuals to move up the ladder.
Neurodivergent Individuals Need More Than a Job. They Need Career Growth.
Neurodiversity hiring programs are amazing resources for some neurodivergent folks, but they only go so far. They can get them jobs, but that’s where the programs tend to end. Everything after that is up to them and the organization. This could lead to a stagnant career or multiple job changes in order to keep moving up.
Fortunately, with leadership tracks that are inclusive to neurodivergent individuals, this does not need to be the case. If organizations adapt their leadership tracks, they can help not only keep their talent but also grow it.
Organizations Must Redefine What Leadership Looks Like
To start, organizations need to redefine what leadership looks like. Instead of a copy-and-paste approach or using the same role types as before, it is time to reevaluate and create more inclusive leadership tracks.
Recognize Different Qualities
When leaders are considered, they are often seen as charismatic, outspoken, extroverted, and innovative. While none of that is inherently against neurodivergent qualities, it could be excluding or leaving out a large population of potential leaders. At the core of leadership, being slightly more introverted does not mean they will not make a good leader. It is time to rethink qualities and consider different types of people.
Rewrite Leadership Roles
If your organization has been using the same roles, titles, and job descriptions for years, they are likely outdated and exclude many individuals, simply because of what they focus on and how they are worded. It is important to focus on hard skills when defending roles, such as analytics or problem-solving, rather than soft skills.
Focus on Nontraditional Leadership Aspects
Every leader is different in their approach and style. While there are a few common options, they are not the only ones. It becomes important when adapting your organization’s leadership track to focus on nontraditional leadership aspects and styles to ensure you are reaching every type of individual.
Organizations Can Implement Inclusive Leadership Tracks
After rethinking what a leader looks like, it is time to implement inclusive leadership tracks for neurodivergent individuals. With some simple accommodations, your organization can help grow your neurodivergent employees in their careers.
Find Neurodivergent Mentors
The first step to help support your neurodivergent employees is ensuring that your organization has the resources and access to neurodivergent mentors. Neurodivergent mentors can provide a level of support to neurodivergent individuals that neurotypical mentors might not be able to provide. They have lived experience and can help in areas unknown to others.
Create Custom Leadership Tracks
Most importantly, your organization needs customized leadership tracks. Everyone is different, and every leader is going to approach their style differently, especially neurodivergent ones. If you use the same leadership track for everyone, you will get burnt-out, unmotivated, and unproductive individuals. Everyone is going to want a different route to their success.
Focus on Skills Rather Than Traditional Attributes
Skills-based advancement can be one of the most effective ways to ensure neurodivergent employees are provided the same leadership opportunities as their co-workers. Strict skills can take away any possible bias or presumptions and keep employees of every tenure level.
Neuroinclusion Doesn’t Stop at Hiring.
Neuroinclusion is often only considered during the hiring process and in immediate accommodations within the workplace. However, that doesn’t help neurodivergent employees grow in their careers, become leaders, or move up in their roles.
Neuroinclusion needs to be implemented in every avenue of the workplace, especially leadership tracks. Many neurodivergent individuals are not provided the support they need to become great leaders and may feel like they have no seat at the organization, but that is only because of the neurotypical standards we have in place. It is time to change that. It is time to implement inclusive leadership tracks.
If you have further questions or wish to learn how to make your leadership track more inclusive, contact me!