Building an inclusive workplace for neurodivergent employees isn’t just about awareness – it’s about confidence. Confidence empowers HR professionals and leaders to take meaningful action without fear of “getting it wrong.” So, what does confidence look like in practice?
If you are new to the topic of neurodiversity and curious to learn more about it or perhaps there is an increasing focus on supporting neurodivergent employees in your organisation it is important to feel confident about how to approach the subject of neurodiversity to then enable proper support.
What confidence looks like in practice:
- You don’t need to diagnose or label. Your role is to create an environment where everyone can thrive, not to act as a clinician.
- Balance strengths and challenges. Neurodivergent individuals bring unique skills and perspectives. Recognise these alongside any support needs.
- Bust the myths. Misconceptions often lead to hesitation. Educating yourself and your team helps remove fear and fosters trust.
How to have Confidence in Conversations
Starting conversations about neurodiversity can feel daunting, but it doesn’t have to be. Use open, respectful language and focus on understanding needs rather than making assumptions. Every person’s experience is unique as what works well for one individual may not be helpful for another and so approaching these conversations with curiosity is essential. Techniques like asking “What helps you do your best work?” can open the door to meaningful dialogue.
Confidence in Management Practices includes:
- Structuring meetings to support different processing styles, for example integrating short breaks into longer meetings, allowing transcriptions, or providing agendas in advance.
- Providing instructions in multiple formats such as supplementing verbal instructions with written prompts for clarity and reference.
- Recognising strengths confidently during performance conversations and providing noted examples of these as evidence can help reinforce positive contributions.
- Managing sensory issues without making it awkward, for example providing sensory tools for everyone attending in-person meetings or allowing access to quiet areas as standard.
Confidence isn’t about having all the answers – it’s about creating a culture where neurodivergent talent feels valued and supported. Start small, stay curious, and lead with empathy.
By Rachel Potter, Consulting Business Psychologist
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