Neurodiversity (ND) champion and Train to Win CEO Julie Mills discusses how a practical, people-centric ND learning approach for all staff drives improved neuro-inclusion support.
Achieving neurodiversity in your workplace takes more than being good people who hate prejudice. Only by equipping the whole team with a personal neuro-inclusion skillset can businesses create value and accrue their own neurodiversity dividend. Corporate ownership of DEI initiatives is just the start. You need individual employees to develop the skills and confidence to create an inclusive environment. This is especially true of neurodiversity where, without adaptable skills to manage a diverse range of people, being aware and accepting of ND people won’t optimise their full potential. These skills have to be trained and developed, mostly by deepening existing principles and practices.
Great line managers
Take line management: Line managing neurodiverse colleagues can be a daunting prospect and a waste of human capital when managers get it wrong. Fixing this means building on good line management skills, the ability to adjust to each individual, and how you coach, motivate and relate to them. My point is that ND inclusion demands practical know-how, rather than positive intentions that remain unfulfilled.
Business leaders will likely see the injustices of ND in the workplace and want to do their bit. They may even want to advertise their organisation as a good place for ND talent. But the best thing businesses can do is target skills, ensuring their employees know exactly how to incorporate ND-inclusive values, behaviours and processes into their everyday work.
For example, communication techniques that focus on clarity and consistency can make a huge difference to interactions with neurodiverse colleagues. Other simple adjustments like offering flexible work, creating quiet zones or breaking down tasks into smaller, manageable steps can significantly reduce barriers. But it’s not the same for everyone.
In terms of ND-inclusive recruitment, onboarding and CPD processes, your people need the skills to create and operate them. This applies to writing job descriptions, running interviews, building continuous feedback loops, offering peer mentoring and much more. When it comes to neuro-inclusion, employees at all levels must play their part. Therefore the importance of personal professional development cannot be overstated. Training in areas like emotional intelligence, active listening and conflict resolution can directly enhance a person’s ability to navigate the diverse needs of ND colleagues.
Qualifications
Recognised qualifications in neuro-inclusion and DEI are becoming increasingly valuable in the workplace too, not only for line managers but for all staff. These qualifications signal a commitment to fostering inclusive spaces and provide employees with transferable skills that can be applied across different roles, employers and even industries. By investing in neuro-inclusion skillsets, businesses can create a workplace where diverse minds can thrive. Employees feel empowered and valued, and teams become far stronger, more creative and more productive.