An estimated 15 to 20 percent of the adult population exhibits some form of neurodivergence such as ADHD, autism, dyslexia, dyspraxia or Tourette syndrome.
3 Ways Proper Training Can Support Neurodivergent Employees
- Practice-based training gives the opportunity to learn and perfect skills in a controlled environment.
- Continuous feedback allows leaders to assess skills in real time, as employees are learning them.
- Personalized feedback for leaders helps identify and correct behaviors that might exclude or discomfit neurodivergent employees.
Combined with the fact that 87 percent of companies say they have a skills gap or expect to within a few years, leaders and organizations are left wondering how they can support the neurodivergent members of the workforce and unlock their much-needed and distinct skills, talents and perspectives.
Neurodivergence encompasses a wide range of abilities and experiences. To truly address the needs of everyone in the workforce, including neurodivergent individuals, leaders must provide opportunities to develop awareness and inclusive skills across every level of an organization. Building an inclusive workforce and embracing tech-powered learning solutions that are accessible and designed across abilities can help support neurodivergent team members.
Practice-Based Learning
Immersive learning technologies, such as simulations, offer a safe, controlled space in which everyone in an organization can practice skills and develop the awareness and knowledge needed to create a truly inclusive workplace culture.
In a simulation, leaders can refine their skills in navigating complex interpersonal dynamics and decision-making processes without the fear of real-world consequences. This controlled setting is crucial for honing inclusive behaviors essential for effectively leading diverse teams.
Continual practice facilitated by immersive technologies ensures that inclusive behaviors become ingrained in leadership practices. By integrating immersive learning into a leadership development program, for example, organizations can build awareness of inclusivity principles and equip leaders with the practical tools to implement them consistently in their day-to-day interactions.
For neurodivergent employees at every level of an organization, whether they are leaders, managers or individual contributors, immersive learning-based practice provides a low-pressure environment in which they can refine their responses to workplace challenges. This approach can help mitigate anxiety related to sensory overload and social interactions, ultimately bolstering their confidence and ability to handle professional settings effectively.
Presenting information in manageable chunks can also help learners, particularly neurodivergent learners, more effectively absorb and apply new knowledge. For individuals who may have difficulty processing large amounts of information or sustaining focus for extended periods of time, breaking down complex topics into shorter, manageable segments aids learning and skill development.
Continuous Feedback
Increasingly, new technologies make it possible to evaluate workplace skills in ways that were previously out of reach. For example, advances in AI and immersive simulations can allow for embedded assessments — assessments at the point of learning itself. Instead of asking self-reported questions about the likelihood of applying learnings in the future or relying on just engagement and satisfaction metrics, organizations can actually assess skills as they are applied in a simulation.
Leaders can use these assessments to refine their leadership approach to better align with the diverse strengths and preferences of everyone on their team, including their neurodivergent team members. This way, technologies help leaders foster an environment that values and supports neurodivergent employees.
Personalized Feedback
Personalized feedback also helps build an inclusive environment and support neurodivergent teams.
By using AI to identify their own communication patterns, tone and emotional responses, leaders can become more aware of how their behaviors might be perceived by neurodivergent individuals. This self-awareness enables leaders to identify any unconscious biases or communication styles that may inadvertently exclude or discomfit neurodivergent employees. Leaders can use this insight to adapt their approach to ensure their interactions are more considerate and supportive, fostering a work environment where neurodivergent employees feel understood and valued.
Using AI to identify their own communication patterns, tone and emotional responses can help leaders become more aware of how neurodivergent individuals might perceive their behaviors.
Additionally, personalized feedback tailored to the needs and strengths of neurodivergent employees can significantly enhance their performance and well-being in the workplace. Unlike generic feedback approaches, personalized feedback takes into account individual learning needs, processing preferences and sensory sensitivities.
Moreover, personalized feedback sessions can focus on recognizing and reinforcing unique skills and contributions that neurodivergent individuals bring to the team, boosting their confidence and job satisfaction. This approach improves professional growth and nurtures a supportive workplace culture that values neurodiversity as a strength.
Organizations have the opportunity to set a standard for inclusion and accessibility, and in turn, drive innovation and success through diverse perspectives. Embracing these learning approaches helps workplaces cultivate more inclusive leaders, better acknowledge different individual needs and the power of their neurodiverse team, and most importantly, make the best use of the talents of all employees.
