Hot Take #5 Neurodiversity is usually overlooked in DEI.
Do you work in a diverse workplace or with a diverse group of people? Often, our initial thoughts revolve around factors such as gender, race, and ethnicity. Beyond that, we may consider geographic and cultural variations, diverse personalities, and varying leadership styles, or even socioeconomic differences.
But we tend to overlook neurodiversity, mostly, because it is not visible or well-represented in most workplaces. Those around us who are neurodiverse may well have learned to hide their differences and work around them to appear like everyone else. Some of the conditions that fall under neurodiversity include:
If we recognize that many of these conditions are extremely common among our peers - 20% of the population is neurodivergent, it will help us understand and destigmatize cognitive differences and so-called learning disabilities. Because neurodevelopmental conditions are lifelong and represent the brain's default mode of functioning, many successful professionals have learned strategies to get around them.
At the same time, we can make it easier by becoming more aware. Providing accommodations ensures that it isn't just the “superachievers” who can succeed — but that neurodivergent people also have what they need to thrive with them.
A personal story
A few weeks ago, I participated in a 2 full-days training during which we had to sit down a lot. You can imagine that for a hyperactive person like me (currently being tested for ADHD), this meant full terror. However, what brought a bit of hope was to observe that in the room, there were different toys and objects to play with if needed. So I took full benefit of them! Funny or not, at the end of the training, the facilitator remarked and told me very amused that I managed to play with all of them during the 2 days - and believe me, there were a lot of toys.
Reflecting on this experience, I was surprised and somehow disappointed that as an L&D person, I never considered neurodivergent people in the design of the training or in the set-up of the room. I never thought about how these arrangements could neglect or address the potential needs of neurodivergent people. So I decided to change that and learn more about it.
How to adapt training for neurodiverse people - some tips and tricks I found :)
Individualized approaches: neurodiverse learners have diverse learning styles and preferences. Offering flexible learning formats, such as visual aids, interactive modules, or auditory resources, allows learners to engage in ways that suit their specific strengths and preferences.
Sensory considerations: creating a learning environment that takes sensory sensitivities into account is crucial. Providing quiet spaces, adjusting lighting levels, and minimizing potential distractions can contribute to a more comfortable and focused learning experience.
Clear communication and expectations: neurodiverse learners often benefit from clear and explicit communication. Training should emphasize precise instructions, explicit goals, and consistent feedback. Providing written materials or visual aids can also aid in comprehension and retention.
Social skills development: training, especially soft skills training, puts an emphasis on interpersonal skills, which can present challenges for some neurodiverse individuals. Tailored training should incorporate social skills development, focusing on effective communication, active listening, empathy, and teamwork. Role-playing exercises and real-life scenarios can help participants practice these skills in a supportive environment.
Strengths-based approach: recognizing and leveraging the unique strengths of neurodiverse learners is essential for their growth as individuals. Training programs should emphasize identifying and nurturing these strengths, empowering learners to contribute their best to the organization. By focusing on what learners excel at, their confidence and motivation can soar, leading to increased performance and innovation.
Some more tips and tricks from the Association for Talent Development are available here.
As a person working in L&D, my main focus was to learn what I could do better from this point of view in my field of work. But in this newsletter, you can find a lot of resources to help you make sure neurodivergence is not being overlooked in your company’s strategy.
🧰 Tools & tips to play with
Understanding, accommodating, and leveraging the unique talents of diverse talent, such as neurodivergent employees, can drive innovation and productivity. That’s where these neurodiversity in the workplace training tips come in handy.
Resources for employers & Neurodiversity toolkit for employers.
Creative Differences. A handbook for embracing neurodiversity
in the creative industries.
📚️ Recommendations worth exploring
➡️ To read on your commute to work
Explainer: What is neurodivergence?
Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skils, including pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.
Half of all leaders and managers would not employ a neurodivergent person.
➡️ For the bookworms: Scattered Minds by Gabor Mate
➡️ Binge-eating while binge-watching
Neurodivergent people have profound strengths. However, they are much more likely to be unemployed. In his passionate talk, data leader and proud advocate for neurodiversity inclusion Andrew Pfeiffer shows the TEDxCanberra audience the positive impacts of being part of a truly inclusive workplace.
➡️ For podcasts lovers
Studying and learning skills are different for neurodivergent learners, and traditional teaching methods often fail to address their needs. So what happens when we rethink learning strategies to empower these students?
➡️Laugh & learn
🤝Let’s work together!
When you are ready, here's how I can support you:
See you again next Wednesday, with another hot take 🔥
If you’re hungry for even more content, you can follow me on Facebook & Instagram.