The human-centred workplace: Fostering belonging for neurodivergent professionals
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For years, the notion of true belonging in the workplace often felt elusive for Diana Crețu. As a neurodivergent professional with ADHD and an immigrant to Canada, Crețu’s efforts to fit in often bumped up against constant reminders of her differences – through glances, emails and comments from co-workers.
“Masking my true self became a routine,” she says, “with the expectation that showing up as my full authentic self was something reserved for my life outside the world of work.”
Crețu’s experience is unfortunately common among neurodiverse professionals. In today’s workplace, conversations about diversity and inclusion are at the forefront. Yet, neuroinclusion – creating environments where individuals with diverse neurological conditions feel genuinely welcomed and valued – is often underrepresented.
Neurodiversity is a term that acknowledges and celebrates the different ways our brains function and interpret information. It encompasses conditions such as autism, ADHD, dyslexia and more.
This article is the first in a CareerWise series on Neurodiversity and the Workplace. Subscribe to our CareerWise Weekly newsletter to receive our special themed issue straight to your inbox on Tuesday.
Companies that have embraced neuroinclusion are not just more diverse; they are more dynamic, innovative and competitive. Unfortunately, as a recruiter with 15 years of experience and as a career coach, I have seen countless talented candidates overlooked simply because their strengths did not fit the traditional mold. Employers have often focused on finding candidates who fit into an existing structure rather than adapting the structure to unlock the full potential of all employees. Additionally, many companies rely on standardized recruitment processes to safeguard against allegations of discrimination.
When workplaces start to value differences and meet people where they are, rather than view them as obstacles, they open the door to a wealth of untapped talent. To create more inclusive workplaces that benefit employers and workers alike, businesses need to adopt a human-centred approach to neuroinclusion. By recognizing and appreciating individual differences, employees will be empowered to contribute their best work and companies will benefit from fresh perspectives that drive creativity and innovation.
Unlocking the impact of a human-centred approach
The traditional hiring process tends to favour a narrow definition of what a “successful” candidate looks like, often prioritizing conformity to workplace norms, specific communication styles and standardized testing. This approach unintentionally sidelines those who think differently, even though these individuals can bring unique perspectives and innovative solutions to the table.
A human-centred approach to neuroinclusion is not merely about checking boxes for compliance; it is about deeply understanding and supporting each person’s unique needs and strengths. This is not just a “nice-to-have”; it is a strategic necessity. It is about creating environments where all employees can thrive, where their unique abilities are recognized and harnessed, and where the workforce becomes stronger, more resilient and more innovative. In my years of recruiting, I have seen how this shift in mindset not only benefits neurodivergent individuals but also leads to greater overall organizational success.
“A human-centred approach to neuroinclusion is not merely about checking boxes for compliance; it is about deeply understanding and supporting each person’s unique needs and strengths.”
In Crețu’s career journey, the impact of working with an employer that adopts a human-centred approach to neuroinclusion has been profound.
“By fostering open conversations about neurodiversity and providing practical and targeted accommodations, my workplace not only supports my needs but also enhances overall team productivity and creativity,” she says. “The human-centered approach has transformed my ADHD from a challenge into a source of innovation, underscoring the value of truly understanding and supporting neurodivergent individuals in the professional sphere. “
How workplaces can embrace neuroinclusion
The foundation of neuroinclusion is empathy, which involves understanding the challenges neurodivergent individuals face and valuing their unique talents.
“Affirming neurodiversity in the workplace starts with challenging ableism and actively questioning deeply rooted assumptions that are enforcing existing structural barriers,” Crețu says. Employers need to embrace neurodivergence as a natural variation in the way people’s brains function, she adds, rather than viewing this as a deficit.
Recognizing that everyone is different and has unique needs helps employees perform at their best without feeling overwhelmed and undervalued.
Here are some strategies employers can use to integrate a human-centred approach to neurodiversity:
- Encouraging open conversations: Encouraging open conversations about neurodiversity helps break down barriers and reduce stigma, making the workplace more inclusive and supportive.
- Implementing clear policies: Clear policies that support neuroinclusion, including fair recruitment practices, reasonable accommodations and ongoing support, are crucial. These policies should be regularly reviewed to ensure their effectiveness and to adapt to the evolving needs of the workforce.
- Comprehensive training programs: Training programs for all employees can foster a deeper understanding of neurodiversity. This is especially important for managers and HR professionals who shape the workplace environment and its culture.
- Designing inclusive workspaces: Workspaces should cater to different sensory needs by providing quiet zones for those sensitive to noise or adjustable lighting for those with sensory processing differences.
- Offering flexible work options: Flexible work options, such as remote work or adjustable schedules, help neurodivergent employees manage their work-life balance more effectively, reducing stress and enhancing productivity.
- Establishing mentorship programs: Mentorship programs and support networks provide neurodivergent employees with guidance and a sense of community. These networks also serve as a platform for sharing experiences and resources.
- Regular feedback mechanisms: Regular feedback from neurodivergent employees paves the way toward continuous improvement. Implementing suggestion boxes, anonymous surveys or regular check-ins can help identify areas for improvement and ensure that the needs of neurodivergent employees are being met.
“It is crucial for employers to validate the lived experiences of neurodiverse individuals to better support their unique perspectives, thinking styles and coping strategies,” Crețu says – and I agree.
When they implement neuroinclusive practices, companies benefit from what might not occur in a more homogeneous environment. Embracing neuroinclusion is not just a moral imperative; it is a tactical advantage.
