Having a diverse team is extremely valuable for small businesses. By learning how to embrace neurodiversity in the workplace, you can create an inclusive and productive environment where neurodiverse individuals can shine and bring their whole selves to work.

Did you know? Accessibility and inclusion are at the top of many job seekers’ minds in today’s labour market.

After reading this article, you will:

• Better understand neurodiversity and how it can affect the workplace
• See the skills that neurodivergent individuals bring to the workplace
• Learn how to create a more inclusive workplace that benefits everyone by implementing neurodiverse-friendly practices, training, and organizational changes

Additionally, you may download the Making the Workplace Accessible for Neurodiverse Employees checklist.

What is Neurodiversity?

Neurodiversity combines “neurological” and “diversity.” Neurodiversity means recognizing that everyone’s brains work differently, causing us to experience and engage with the world in different ways.

Here are some neurodiverse conditions that are considered disabilities that you might encounter in the workplace:

• Autism Spectrum Disorders (ASD)
• Dyslexia
• Developmental disabilities
• Oppositional Defiant Disorder (ODD)
• Attention deficit hyperactivity disorder (ADHD)
• Anxiety
• Depression
• Obsessive Compulsive Disorder (OCD)
• Tourette Syndrome
• Down Syndrome

Did you know? Some advantages of neurodiversity in the workplace may include high creativity, problem-solving skills, empathy, and tenacity.

As neurodiversity recognizes that people’s brains are all wired differently, it’s important to note that there’s no right or wrong way of thinking. Understanding how different brains are wired can unlock potential and progress. A good way to think of neurodiversity is as a unique spectrum. Many people will identify with neurodivergent traits, and some will identify with more neurodivergent traits than others.

Here are some common neurodivergent characteristics that may present in the workplace:

• Sensory differences – more or less affected by lights, sounds, textures, smells, etc., than others
• Executive functioning challenges – difficulty planning, executing, organizing, and regulating emotions
• Alexithymia – intense experience of emotions and difficulty describing them
• Rejection sensitive dysphoria – interference with one’s ability to regulate emotional responses to feelings of failure and rejection
• Delayed processing – individuals need time to take in, understand, and respond to information

Now that you understand more about neurodiversity and how neurodivergent characteristics might present in the workplace, you’re ready to learn about how to make the workplace more accommodating for employees and customers who are neurodiverse.

The accommodations below are exciting opportunities for your small business to level up because many of the accommodations made with neurodiverse people in mind also benefit neurotypical or non-disabled people.

Neurodivergent Workplace Accommodations

When individuals are accommodated in the workplace, they can show up more fully in the world around them. It starts with creating an inclusive and neurodiverse-friendly workplace culture.

Did you know? Some neurodivergent people can hyperfocus, allowing them to quickly and efficiently complete high-quality work.

The focus is not on creating accommodations that allow neurodivergent workers to operate more similarly to their neurotypical peers. When we identify and support the differences of neurodiverse individuals, we can unlock new levels of creativity and growth.

Creating an Inclusive Workplace Culture

• Create a culture where it is safe to ask for help, support, and to share frustrations
• Encourage open discussions about accessibility and neurodiverse accessibility
• Model inclusive culture within the leadership team and beyond
• Lay a foundation for staff to know it’s safe to discuss accommodations and share their needs and experiences
• Provide opportunities for neurodiverse individuals to excel by using their strengths
• Seek out resources to learn more about neurodiversity (see below)
• Utilize local organizations to aid in supporting people with neurodiversity

Resources:

• UBC’s Autism and Neurodiversity in the Workplace Free Online Course
• Job Accommodation Network
• Neurodiversity Hub
• Disability and Inclusion Tips for Small Business Employers

Conduct Regular Workplace Accessibility Assessments

• Conduct regular assessments to identify and address accessibility barriers
• Invite neurodiverse employees to participate in the assessment process to share their perspectives
• Consider budgeting for a professional Rick Hansen environmental audit

Learn more: Getting Started with Workplace Accessibility for Small Business Owners

Provide Neurodiversity Awareness Training

• Implement neurodiversity training sessions for all employees, especially management
• Provide training either in-house or through external consultants
• Consider appointing leaders as in-house neurodiversity champions who continually advocate for inclusion

Use Inclusive Language

• Educate staff on appropriate language and terms to use
• Avoid stigmatizing or insensitive language
• Review promotional material and in-house documents to ensure they include inclusive language

Learn More: Glossary of Terms for the Workplace

Encourage Diverse Problem-Solving Approaches

• Create an environment where creativity and innovation are appreciated
• Value and encourage different ways of thinking and problem-solving
• Get comfortable saying, “I don’t know – let’s find a solution together”
• Allow group members to brainstorm privately and then rejoin the group later
• When possible, provide questions or brainstorming topics ahead of time to allow for slower processing

Create Sensory-Friendly Physical Spaces

• Get rid of harsh lighting and use natural light where possible
• Add plants, rugs, pillows, and other comforting items
• Regularly clean all public spaces, including the refrigerator
• Use less harsh cleaning chemicals and air fresheners whenever possible
• Support the use of fidget toys and stimming to help people regulate excess energy
• Provide quiet zones for employees who prefer to work in a low-stimulation environment
• Use noise-cancelling materials and furnishings to reduce auditory distractions

Implement Inclusive Hiring and Onboarding Practices

• Review job postings to ensure that only required qualifications are listed
• Consider offering working interviews where candidates can showcase their strengths
• Include disability/neurodiversity awareness training in the onboarding process
• Have clear onboarding procedures so employees understand the expectations of their role, performance guidelines, and grounds for termination
• Have a clear workplace hierarchy so employees understand the management structure and who reports to whom
• Develop and communicate clear policies that are easy to follow regarding accommodations for neurodiverse employees

Learn more: Accessible Hiring Checklist

Provide Comfortable Workstations

• Allow staff to personalize workstations so they can accommodate their sensory preferences
• Provide ergonomic and adjustable desk setups and furniture

Provide Visual Supports

• Use visual aids such as charts, graphs, and colour-coded systems to help with organization and understanding
• Allow employees to use graphic organizers or organize documents in a manner that suits their needs
• Implement clear signage throughout the workplace

Allow Flexible Hours and Remote Work

• When possible, offer flexible working hours and the option to work from home
• When possible, allow employees to choose working times that best suit their productivity cycles

Provide Breaks and Downtime

• Provide spaces for relaxation and decompression
• Allow time between meetings for people to digest and process information
• Encourage regular breaks – For some people, going outside is calming and rejuvenating

Provide Clear and Direct Communication

• Use clear, concise, and straightforward language
• Provide written instructions on what to expect at a meeting and provide written summaries of meetings
• Provide meeting agendas and materials ahead of time
• When possible, provide checklists, templates, flow charts, and guidelines

Give Structured Feedback

• Provide regular check-in opportunities from upper management with plenty of constructive feedback
• Provide positive reinforcement and acknowledge strengths and achievements
• Set clearly defined and measurable goals for staff

Download the Making the Workplace Accessible for Neurodiverse Employees checklist to get started today.

Continue your Accessibility Journey with SBBC

Small Business BC is a non-profit resource centre for BC-based small businesses. Our Workplace Accessibility Resources page is full of tips, tools, and more to support your next stage.

This guide was developed in consultation with Melissa Lyon of Accessibility & Inclusion Matter Consulting.

We gratefully acknowledge the financial support of the Province of British Columbia through the Ministry of Social Development and Poverty Reduction.