Once a new employee has completed their onboarding and settled into their new role, there are still instances where they can encounter barriers as they adjust to the job and work environment. For neurodivergent employees, navigating new routines, their supervisor’s limited knowledge of disability inclusion practices, or communication challenges, can lead to a misunderstanding or conflict, impacting their ability to succeed. These employees can also face barriers related to their development, such as a lack of available tools, training, and supports that are tailored to the specific needs of neurodivergence.
There are, however, steps employers can take that break down these barriers and foster a neuroinclusive workplace that supports career development. These include using clear, direct communication, as well as prioritizing strong relationships between neurodivergent employees and their supervisors. This requires equipping supervisors with the necessary knowledge and skills to support their employees’ success. Employers can further promote a neuroinclusive workplace by facilitating team integration, offering flexible and individualized work arrangements, and providing tailored training and career development opportunities. Accommodating diverse learning preferences and encouraging an open dialogue about individual goals are also key to creating a supportive and inclusive environment.
Our research summary outlines specific actions for supporting the career development of neurodivergent employees and the evidence behind why they matter. To learn more, click here.