Moving neurodiversity into neuro inclusion

Neurodiversity is a concept that recognises the different ways in which human brains function, encompassing conditions such as autism, ADHD, dyslexia, and more. As organisations strive to adopt inclusive environments, moving from mere compliance to genuine neuro inclusion is not only ethical but strategically advantageous.

Becky Mackarel, Adam Gates and Richard Plaistowe in the Financial Services and Professional Services Practice, recently hosted a webinar highlighting the value of neurodiversity within organisations. Joined by guest speaker, Dr Vina Theodorakopoulou, a board member of GAIN, the Group for Autism, Insurance, Investment and Neurodiversity, the discussion explored the benefits and practical steps towards embracing neuro inclusion in the workplace. Some of the key takeaways, included:

Understanding neuro inclusion

Neuro inclusion goes beyond compliance, emphasising the strategic advantages of valuing cognitive diversity within organisations. It involves creating environments where neurodivergent individuals feel seen, accepted and empowered to contribute uniquely. This approach fosters a sense of belonging, reducing the need for individuals to mask their differences and enhancing their wellbeing and productivity.

The business case for neuro inclusion

Implementing neuro inclusion is a strategic move that offers numerous benefits. It increases creativity and innovation by incorporating diverse cognitive perspectives, leading to more innovative solutions and ideas. Additionally, it improves collaboration as teams benefit from a variety of skills and viewpoints, enhancing their problem-solving abilities. Neurodivergent employees who feel accepted and valued experience improved well-being, which in turn boosts overall productivity. Furthermore, broadening recruitment funnels to include neurodivergent individuals enriches the talent pool and reduces turnover, aiding in better talent acquisition and retention.

Practical steps to achieve neuro inclusion

Respectful Curiosity. Foster an environment where questions are asked with respect and a genuine desire to understand differences. This encourages openness and mutual respect.
Tailored Communication. Adapt communication methods to suit individual needs, ensuring everyone is included and understood.
Flexible Accommodations. Supportive accommodations don’t always require extensive resources. Small adjustments, such as offering noise-cancelling headphones or flexible working arrangements, can make a significant difference.
Training and Awareness. Provide training that goes beyond box-ticking exercises. Authentic, emotionally connected training sessions help employees understand and embrace neurodiversity.
Empowering Leadership. Encourage leaders to model inclusive behaviour, sharing their own experiences and demonstrating vulnerability.

Ethical and moral imperative

Beyond commercial advantages, embracing neuro inclusion is an ethical and moral responsibility. It involves recognising the importance of lifting others and celebrating individual differences, encouraging the sharing of personal stories to build empathy and understanding within the organisation, and developing a culture that values diversity of thought.

Transforming the workforce

Creating a neuro inclusive workplace requires continuous effort and engagement. Key strategies include: maintaining ongoing communication with employees, ensuring they feel valued and included at every stage of their employment; design adaptive workspaces that accommodate diverse needs, incorporating assistive technologies and flexible arrangements; and strategically prioritise transforming the workforce by fostering a culture of inclusion before implementing extensive workplace changes.

Prominent organisations like IBM, Microsoft, and SAP have made significant strides in neuro inclusion. These companies demonstrate how neurodivergent individuals can excel in various roles, proving the value of cognitive diversity. There is a growing recognition of the need to adopt similar practices within the financial services sector.

Embracing neuro inclusion is a journey that involves understanding, respect, and strategic implementation. By recognising the unique contributions of neurodivergent individuals and creating supportive environments, organisations can unlock significant benefits, from enhanced creativity and collaboration to improved employee well-being and retention. Ultimately, neuro inclusion is not just a compliance requirement but can greatly benefit both individuals and organisations.