Clarifying definitions
Before we get into the detail, it’s worth reiterating what we mean by neurodiverse.
- A neurodiverse team will comprise of individuals with a diverse range of neurotypes.
- A healthy range of neurotypes include neurotypical and neurodivergent individuals.
- Examples of neurodivergent conditions include adhd, autism, dyslexia and dyscalculia.
Current estimates are that 15-20% of a neurodiverse population have a neurodivergent condition (or combination of conditions). The estimate is not precise because of a lack of awareness and historic under-diagnosis. Some may suspect they have a condition but do not seek a formal diagnosis or prefer not to disclose information to others.
If SLT membership is representative of a typical population, then you would reasonable expect 15-20% of SLT members to have a neurodivergent condition across all organisations. But given the small sample size in a single organisation, then this can obviously fluctuate.
Why a neurodiverse SLT can improve performance
The Collins English Dictionary definition of neurodiversity is a “variety in human behavioural traits and brain function, viewed as normal variation within the population”.
Given the breadth of opportunities to realise and the challenges to overcome each week, then having a variety of minds thinking in different ways in the senior leadership team can be hugely beneficial for an organisation.
If everyone is thinking the same way, then you may only be able to identify the same options or solutions each time.
If your target market is representative of the population, then it may also be beneficial to have lived-experience of neurodivergent conditions leading a business. This may help you better understand the behaviours and thinking patterns of your potential customers.
It is almost certain that there will be neurodivergent colleagues working in your wider organisation. Having a greater knowledge of the different strengths and challenges that can accompany a neurodivergent mind can be a support to many in the workplace. Representation at a senior level may also give confidence to employees that you are in a neuro-inclusive workplace.
Always respect that disclosure of a neurodivergent condition is an individual choice. Never discuss or disclose another individual’s condition with anyone without their permission.
Actions to support neuro-inclusivity in your SLT
These actions are not about creating advantages or making things easier. It is about providing equity, so that everyone has the conditions they need to perform at their best.
- Cultivating a neuro-inclusive workplace at all levels of a business is everyone’s responsibility
- The diversity of your senior leadership team is not the sole responsibility of your HR Director, Managing Director or CEO. It is the collective responsibility of each member of the SLT.
- Review how you recruit and promote within your organisation
- Seek guidance and advice if you are unsure whether your practices are neuro-inclusive. You may be missing out on valuable talent.
- Ensure words are reflected in your actions – Ensure that everyone involved in talent selection has an understanding of neurodiversity and
- There are many many strengths that neurodivergent minds can bring to an organisation. Consider whether your company can afford to miss out.
- Demonstrate acceptance through your actions
- Ensure diversity is a topic that is covered regularly in team meetings and company-wide meetings. Not just during neurodiversity awareness week.
- Awareness of neurodiversity is higher now than it was even 10 years ago. But my experience is that wider understanding of what it is like to live with a neurodivergent condition at work can be improved. Bringing in an external speaker for training can be a useful start point.
- A better understanding throughout your workplace can team members work more effectively with each other and create a high performance working environment
- Mandatory training to support staff retention
- I see many statements relating to inclusivity and providing adjustments during the recruitment process on job ads now. But if you are successfully recruiting a neurodiverse workforce, then what are you doing to retain the talent?
- Line managers will often not know what to say or do if a direct report disclosed their condition. Invest in training.
- In my experience of managing teams, I trust that if someone raises an issue or challenge with me, then the reason is valid and should be acted upon. Many people may be recognising traits later in life and coming to terms with what (potentially) having a ND condition means to them. Be considerate.
- Remember that each individual is different
- There are common strengths and traits that are associated with neurodivergent conditions. (Read more about neurodivergent traits.) But don’t assume that everyone with a specific neurodivergent condition will have had or being having the same experience. Adjustments and different ways of working that help one person may not help another. Ask what you can do you help. But also don’t be surprised if there isn’t a clear answer, or the solution is not known. One-to-one coaching can help with getting greater self-awareness and understanding of personal needs, and can support anyone from recent graduates through to experienced leaders. Strategies that worked as a mid-level manager may now not work quite so well as a senior leader. Confidential workplace coaching can be a cost-effective support throughout your organisation.
Get in touch if you’d like to explore how neurodiversity training or workplace coaching can support your efforts to develop a neurodiverse senior leadership team and wider business. You can email me: wayne@palmatumcoaching.com