Mar 22, 2023

Bryan Stallings 22 March 2023, 01.34pm In this contributed piece, Bryan Stallings, Chief Evangelist at Lucid Software details his top tips to make the workplace more inclusive of neurodiversity. Following Neurodiversity Celebration Week, which shines a much needed light on the topic of neurodiversity, there’s a continued conversation needed around neurodiversity in work, particularly in STEM. Neurodiverse workers are known to provide a different viewpoint and thinking on problems , helping firms be more innovative and dynamic. They can also help firms improve productivity. In fact, a recent report found that neurodivergent employees in certain tech roles could be up to 140% more productive than neurotypical colleagues. At a time when firms are struggling to overcome the skills gap and 43% of vacancies in STEM careers are harder to fill due to a shortage of skilled applicants , business leaders need to ensure their company is best placed to engage the skills and unique perspectives from across the entire talent pool. More than this, neurodiverse people are a growing demographic as more people seek and receive diagnoses to better understand the various ways a human brain works – the modern workplace needs to reflect this diversity, and provide an inclusive environment so everyone can thrive. Companies however, are still struggling to attract and retain neurodiverse talent, often falling flat on promises on inclusion once neurodiverse applicants are ushered in. Neurodiversity is one area which can bring great benefits – but it also challenges how companies can ensure all talent is welcomed and can prosper at work. Embracing neurodiversity in the workplace helps businesses spark innovation. By ensuring that different viewpoints are heard, and acted upon, firms can create a more resilient business and set themselves up for success in the long run. Embracing neurodiversity at home and work Neurodiversity refers to the infinite variation in human neurocognitive functioning. There is no standard for a healthy or scientifically “normal” brain and how it should take in and process information. Unfortunately, many preconceptions around neurodiverse individuals exist, often centring on different social behaviours or working styles. Rather than letting those preconceptions guide you as an employer, colleague, or friend, we should be ensuring firms are creating the best space possible to help each worker achieve their potential. Creating a workplace where neurodivergent individuals can share their needs and working styles without judgement starts with firms assessing their collaboration platforms. By implementing technology that can work with a broad range of people, not just neurodiverse, but also different ages and personalities, will allow firms to operate at their best for the long term. Often, all it takes is a small shift in working or communication styles for firms to unlock the full potential of their workforce. As a father of four neurodiverse children, I have found there are many lessons businesses can learn about how to get the most out of their workforce. Below, I have shared the key considerations that STEM organisations in particular will need to address if they want to continue to build successful teams and tackle skills shortages. Six considerations for welcoming and celebrating neurodiversity So, how can offices start to create that neurodivergent friendly environment? Starting with transparency, clear expectations, and room to develop is key. This can look like:       Establish patterns: Plan and execute work in iterations of a consistent time frame. Define success: Determine how the team will know when an item is acceptable and done. Create transparency: Share the backlog of work items by making it visible to the team, empower them to determine how they will do the work, and hold them accountable to decide on how much they will achieve within the iteration. Meet daily: A brief standing meeting held at the same time and place each day increases communication and allows the team to assess progress and adapt plans as needed. Inspect and adapt: Identify room for improvement by retrospectively analysing as a team on the successes and the struggles of previous projects, and plan an experiment that could make things better during the subsequent one. Build bonds: Be intentional about connecting and developing as a team; encourage trusting relationships to develop and persist; changes to team makeup should be rare. Recommended