When organisation’s embark on a journey to more inclusivity, they tend to focus on the big three of the diversity populations; Gender, Race & Ethnicity and LGBTQ+. This is understandable and serves as a way to shine a light on the many ways that diversity and intersectionality arise.
Yet, pecisely because of this focus, it can mean that there is little resources of focus given to other diversity needs.
One growing population is the neuro-diversity community. We know that there are certain categories of neuro-diversity that need support and careful consideration when helping employees to settle into to a new role and a new organisation. Autism Spectrum Disorder (ASD) and Attention Deficit & Hyperactivity Disorders (ADHD) in particular have seen an exponential rise in diagnosis, particularly in adults.
People with these and many other conditions like Dyslexia and Dyspraxia, will not be able to operate in environments that do not address their particular needs. This encompasses everything from the recruitment process to performance reviews, promotions, and professional development.
Traditionally organisations have placed empahsis on meritocracy and standardised systems to manage employees, but we know that these are very blunt levers for populations such as neuro-divergent employees.
In my latest article in HR Director magazine, I explore what Neuro Diversity is, what it is not and how to put in reasonable accommodations to support people living with these diverse traits. Read more here