The Role of HR

Many people have the common misconception that HR's only job is to protect the company's interest. While that is true, it's also our job as a unit to support employees, assist with accommodations and legalities, and offer suggestions to managers on how they can better support subordinates and colleagues.

Accommodations for Neurodivergent Employees

Some ways that we can support neurodivergent people in the workplace include providing accommodations. In one of our earlier videos, we mentioned the Americans with Disabilities Act and accommodations that do not place an undue financial or operational burden on businesses and organizations being wholeheartedly allowed.

Recommendations for Managers and Colleagues

• Ask How They Learn Best: Use multimodal communications, meaning present information in a variety of contexts. For example, if a neurodivergent peer potentially has dyslexia, focus more on visual videos and picture-based communication.
• Attention Deficit Hyperactivity Disorder (ADHD): Individuals with ADHD may benefit from taking frequent breaks, going for walks, and utilizing a standing desk. For example, in my office, I have a standing desk that's adjustable and take more frequent breaks than my peers. As long as the work is done, productivity is the measure, not pre-existing conditions.
• Autism Spectrum Disorder (ASD): Pair individuals with ASD with a very engaging, tolerant, and respectful mentor or colleague. This helps them come out of their shell and employ pro-social communication. Some colleagues may also wish to have social coaches at work to help them talk through social situations and prepare for any breakdowns in communication.

Success in Neuro-Detailed Industries

In industries such as computer science that are more neuro and detail-based, individuals with exceptionalities actually tend to do very well.

These are just a couple of ways that we can support our neurodivergent colleagues in the workplace.