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Neuroinclusion At Work - embrace our uniqueness





Often I get asked the question – why do you like working in HR?


No matter how many times I reflect on this, it’s actually quite simple, I like people and the fact that we are all different.  Alongside the growth and acceptance of mental health, we are also seeing a wider understanding of neurodiversity and how inclusion is pivotal within companies. By supporting and valuing employees who think differently due to their neurodiversity, we are developing a truly magical working culture and environment.

Let’s face it, if we were all the same and thought the same, we’d never get anywhere! Neuroinclusion is the understanding that everyone’s brain operates differently and may have different traits that it exhibits. Innate neurodivergence is identified in many conditions such as ADHD, dyslexia, bipolar disorder, anxiety and autism.


So, I hear you ask, why is this important to our organisation?


It’s important to recognise that diversity of thought offers companies a broader variety of skills, innovation and problem solving approaches. Embracing neurodiversity and ensuring that all employees, regardless of their cognitive differences, feel valued and supported creates an effective, inclusive working environment. This in turn ensures retention of valuable and skilled employees.


 

What can you do as a manager?


At Ena-HR and Training we would recommend that, to ensure your company is being Neuroinclusive you may wish to consider the following;


·       Creating an inclusive workplace: Foster an environment where all employees feel welcome and valued. Understand where your organisation is now. This involves understanding and accommodating the needs of neurodivergent individuals. Consider flexible work arrangements, sensory-friendly spaces, and other adjustments to promote inclusivity.


·       Supporting Individual Needs: Recognise that neurodiversity encompasses a wide range of conditions, including autism, ADHD, dyslexia, and more. Ensure that tailored support is provided to meet the unique needs of each individual. This might involve reasonable adjustments such as specialised software, noise cancelling headphones, additional breaks, mentoring, or coaching.


·       Showing empathy: Actively listen, seek to understand, and show compassion. Colleagues who feel understood and respected are more likely to interact, contribute and be more successful at work.


·       Developing a Neuroinclusive Culture: Start by talking about neurodiversity to ensure that employees understand what it means and the benefits for the company. This may include providing training to employees on how to better understand cognitive differences so they are more aware of their colleagues needs. Provide tools and support for all employees on Neuroinclusion. Encourage collaboration and open communication between employees and ask your own neurodivergent employees for feedback on how the organisation can be more neuroinclusive.


·       Adapting your wellbeing offering: Providing employees with an employee assistance programme (EAP) is a great benefit to them, make sure it covers offering access to mental health professionals


·       Check Ins - Regularly check in with your team and with employees, giving them the opportunity to raise any issues and ask for support at work if they want to. 



 

Ena-HR and Training can help!


At Ena-HR and Training we offer advice, training and materials that can help employers and employees. We offer a tailored, bespoke, and personal service to each company helping with team building, managing, and developing people.

At Ena-HR and Training we can review your HR practices and processes to ensure that they are fit for purpose and have several courses that may help you and your organisation:

·       Team building

·       Effective communication

·       Managing people

·       Coaching techniques

·       Leadership training


If you need any support, please contact us at https://www.ena-hr.co.uk/ or on 07779 788 957

 

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