15% of the population are thought to be neurodivergent. In recent years, more and more organisations have begun to recognise this and the unique strengths that can be harnessed by celebrating neurodiversity in the workplace.
At Mayden, we are committed to creating an inclusive environment, where neurodivergent colleagues feel empowered and supported, to allow them to thrive. Below, we explore ways in which organisations can promote and better support neurodiversity in the workplace.
1. Raise awareness and provide training
We regularly host “lunchtime talks” at Mayden, where staff can discuss and learn from one another on important topics. Furthermore, these can hold us all accountable to maintaining an inclusive work environment.
- Invite thought leaders, employees or their friends & family to explain lived personal experiences.
- Offer neurodiversity training for teams to reduce stigma and build understanding.
- Promote awareness campaigns that celebrate neurodiversity as a strength rather than a challenge.
2. Create inclusive policies which support neurodiversity in the workplace
Inclusive policies help remove barriers, provide necessary accommodations, and create a culture where all employees can thrive. By fostering an environment that values neurodiversity, organisations can unlock new perspectives, enhance innovation, and build a more equitable workplace for everyone.
We prioritise the implementation of initiatives that make our workplace welcoming for all, as well as adaptable to individuals needs. We cultivate a working environment which is free of bullying, harassment and victimisation, promoting dignity and respect, where individual differences and the contributions of all staff are recognised and valued.
- Reassess your recruitment process – When you first interview with Mayden, the initial interview will always be remote unless flagged.
- Implement an Equality, Diversity and Inclusion Policy. Our policy is fully supported by the Directors and accomplished by the whole workforce. We all take responsibility for its success!
3. Tailor the workplace environment
To support neurodivergent employees to thrive and achieve, it’s essential to tailor the workplace environment to take into account a variety of needs. Simple adjustments, such as quiet spaces, flexible workspaces, or clearer communication, can help reduce stress and boost productivity.
We strive to create an environment where everyone’s contributions are valued, and that they have opportunities to fully maximise their potential.
To tailor our workplace to best support neurodiversity in the workplace we introduced:
- Flexible working options. Specifically, staff have the opportunity to work from the office and from home on agreed days.
- Booking specific desks in the office – we did a survey to people to ask if people considered themselves neurodivergent, and how they feel about our existing hot-desking policy in the office. People found it difficult, so proposals were put forward about using cards to highlight desks that are available for hot-desking or reserved.
- Neurodivergent employees were consulted when we changed the lighting in the office as the result of a sustainability initiative. Additionally, we found that some employees were experiencing frequent headaches that could have been due to bright fluorescent lighting.
4. Encourage feedback and continuous improvement
At Mayden, we have our own dedicated Diversity and Inclusion working group, made up of employees from across the entire organisation, who are passionate about making our workplace truly inclusive. The group provides a platform to gather insights and explore new ideas that will enhance the work environment for all staff, including those who are neurodivergent.
By having this space, we are able to ensure that initiatives which will support neurodivergent colleagues are discussed, developed and implemented. Consequently, the working group is instrumental in driving initiatives that create lasting, positive impacts. Through their efforts, Mayden continues to grow as a workplace where every employee feels understood, respected, and supported.
Consider:
- Implementing a D&I working group, run by employees for employees.
- Regular staff surveys. We always receive a great amount of rich, thoughtful and invaluable responses that inform continuous improvement.
5. Foster collaboration and peer support
We regularly host Innovation Days, bringing together colleagues from various teams to collaborate and develop new ideas through inspired creativity and teamwork. For example, one of the groups formed around ‘What is Mayden’s approach to neurodiversity?’
Through this collaborative approach we were able to implement:
- Peer support groups. We already have mental health first aiders at Mayden, so we are planning to implement something similar for neurodiverse employees. Therefore, this will allow them to identify someone in similar shoes at work that they can chat with if needed.
Want to work at Mayden? Find out our current vacancies here.