Change can disrupt the coping strategies that enable a neurodivergent worker to do the things that many of us take for granted. These strategies are typically built up over a period of time and are very specific to their job and environment. In a time of change, these strategies are likely to be thrown up in the air causing stress and lower productivity until the individual is able to reset. Â
Enter the drama of this pandemic’s uncertainties, and the impact of change on this group becomes amplified.Â
We recently conducted a workshop session with members of the Cambridge Network** to highlight and discuss some of the main considerations for employers in these most peculiar times. Â We shared some of the common neurodiverse conditions and some key considerations for this group: Â
Here are some of our top tips
- Deal with each neurodivergent person’s needs individually.Their exact requirements are likely to be unique to their job and circumstances.
- Consider the tools people need for hybrid or mobile working. How can people access everything they need when in the office and when working at home?
- Consider neurodivergent conditions when evaluating people performance. Are you fully aware of the effort taken to achieve each target that you may set?
- Issues caused by these uncertain times are generally resolved informally by the team working together.Do you need to review how you work together as a team to make sure everyone’s needs are understood and met?
- Consider neurodiversity in your talent management agenda. Have you considered neurodivergent needs at each stage of your employee lifecycle?
Bonus tip, if you’re doing neuro-inclusion well, do make sure you are promoting your organisation for this. It’s a great time to attract the right workers who are looking for the right fit for their needs and circumstances.