In many cases, neurodivergent people have a good level of education and qualifications that qualify them for attractive jobs. However, their employment rate is low and depression is widespread among them. This is partly due to the fact that their jobs are rarely tailored to their strengths and weaknesses, but also partly due to a lack of understanding on the part of their colleagues. Companies that want to benefit from the talents of neurodivergent people need to educate their workforces about neurodivergence and have employees carefully trained.
The most important information on neurodiversity training
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Many people have no conscious contact with neurodiverse people and know little about them.
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Communication, collaboration and social interaction can present challenges for neurodivergent people and their colleagues.
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Presentations and training courses provide information about neurodivergence and reduce prejudices.
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The teams learn about the possible particularities of neurodivergent employees and learn not to judge differences, but to accept them.
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Colleagues and managers receive practical tips for working together in everyday working life.
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Integrating neurodivergent employees requires not only anchoring the corresponding values in the corporate culture, but also a change in attitude among colleagues - this is probably the biggest challenge.
These are the challenges in neurodiverse teams
As there are many different forms of neurodivergence, there are also very different challenges for neurodiverse teams in companies. Most of them can be traced back to ignorance on the part of “neurotypical” colleagues.
Note: Since around one in seven to one in five people is neurodivergent, we all know more neurodivergent people than we realize. Most of them do not or hardly notice in everyday life that their brains function differently, but this “masking” costs the people concerned a lot of energy.
Different communication
Some neurodiverse people communicate differently to other people: small talk is alien to them - they don't say anything until they have a superficial chat. However, they are very happy to talk about their areas of interest when they meet someone who is also interested in them. Other points that can irritate some people when communicating with neurodivergent people include the following:
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Some neurodivergent people avoid eye contact or appear to absentmindedly play with their fingers during conversation (but can actually concentrate better as a result).
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Some of them do not understand irony or sarcasm well.
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Metaphors and idioms also pose challenges for some of them.
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When discussing topics of interest to them, they may interrupt the other person (which is not a sign of a lack of respect, but rather of eagerness and interest).
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Some neurodivergent people are characterized by merciless honesty - socially acceptable everyday lies are alien to them. Their manner can be perceived as offensive.
People who have never come into contact with neurodivergent people may not be aware of these points without appropriate training. They often lead to misunderstandings or anger.
Challenges at work
Neurodivergent people need clear instructions far more than their colleagues. Otherwise, it can become difficult, especially when working in a team: Who does what and in what order? Other problems can arise:
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when prioritizing certain tasks independently
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with expected behaviors in the team
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the need to multitask
Autistic people in particular also have a problem with unforeseen deviations from the known plan and with flexibility. Such situations can have a paralyzing effect on them and drive them to despair.
Social interaction
Neurodivergent people often isolate themselves when their colleagues do something together - whether it's lunch in the canteen, a chat in the coffee kitchen or joint activities after work and company parties.
This can be interpreted as arrogant or dismissive, but is not usually meant that way: these situations trigger stress, which the people concerned would like to avoid.
The rocky road to a job
In many cases, neurodivergent people do not even get the jobs in which they would have to face the challenges mentioned above. Their CVs often have squiggles and gaps, which are already an exclusion criterion in many HR departments.
If they are nevertheless invited to interviews or assessment centers, they usually don't shine like the “neurotypical” competition. Their supposedly shy, different behavior makes it seem easier to choose someone else from the applicant pool.
Tip: Read your job advertisements from the perspective of neurotypical people and adapt them if necessary. “Ability to work in a team” sounds good, but is it really a requirement for the job? Such requirements can act as a deterrent.
Learning about neurodiversity
There are many ways you can make knowledge and practical tips around neurodiversity accessible to your employees. Some service providers, such as auticon or diversicon, specialize in training companies, teams, HR staff, managers or individuals on how to work with neurodivergent people. They also offer highly qualified neurodivergent employees.
The offerings include e-learning, lectures, training courses, workshops, consultations and coaching. The most important contents are
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the reduction of prejudices and the deconstruction of stereotypes
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providing information
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promoting understanding and acceptance
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highlighting the advantages of neurodiverse teams
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practical tips based on real examples
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advice for an inclusive corporate culture
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tips for workplace design for neurodivergent employees with simple tools
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Improving the recruitment process for neurodivergent people
The training courses give your team the opportunity to welcome neurodivergent new colleagues without prejudice. It often turns out in the coaching sessions that some people in the team know exactly what we are talking about - it is a relief for them that the other employees now receive information on a topic that has always shaped their everyday lives.
After the informative events, companies often receive a certificate that identifies them as a potentially good employer for neurodivergent people - in the battle for skilled workers, this is a competitive advantage that should not be underestimated.
A new attitude is necessary
If you want to become a good employer for neurodivergent people, compensate for their weaknesses and promote their strengths, it is important that you open up your corporate culture to this. The pleasant design of the workplace and the social working environment for neurodivergent people should be integrated into diversity management.
Training HR staff and managers is essential, but don't neglect the other employees either: ensuring that they understand and participate is a basic prerequisite for successful inclusion.
Good training doesn't come across as coercive, but shows participants that they themselves will benefit. However, always keep in mind that adapting values always requires a confrontation with one's own ideas and habits and that some people are difficult to persuade to do so.
