Creating an inclusive workplace means recognizing and supporting employees with autism, ADHD, and other neurodivergent conditions. By fostering flexibility while maintaining clear performance expectations, small businesses can help all employees do their best work.

Q: How can we support employees with autism, ADHD, and other neurodivergent conditions?

Supporting neurodivergent employees is about recognizing, respecting, and normalizing the different ways people think, process information, and interact at work. Many of these practices benefit all employees, not just those who are neurodivergent:

1. Normalize Neurodiversity

• Talk about neurodiversity as a normal and common experience in company communications and training.

2. Use Clear and Predictable Communication

• Follow up verbal directions with short written notes.

• Provide agendas for meetings, project documentation, and advance notice of changes.

3. Encourage Sensory or Mental Health Breaks

• Normalize short breaks without judgment.

• Let employees know they can request simple accommodations anytime.

4. Provide Quiet Spaces and Minimize Distractions

• Designate areas for decompression.

• Allow use of noise-canceling headphones or quieter work areas.

5. Support Mental Health Leave

• Remind employees that sick days may be used for mental health purposes.

6. Offer Employee Resource Groups

• Consider groups focused on neurodiversity or mental health.

• Ensure they are open to all employees to avoid stigma.

7. Train Managers

• Train managers on neurodiversity practices, responding to accommodation requests, and evaluating performance fairly.

Important Note: Some neurodivergent conditions may qualify as a disability under the ADA, but never assume or ask if someone is neurodivergent. If an employee requests an accommodation, begin the interactive process as usual.

For guidance on this process, contact Consult HR Services.