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Creating quiet zones and avoiding jargon are just some of the ways organisations can build a more inclusive and supportive environment for neurodivergent talent.
Neurodiversity refers to the natural variations in how people think, learn, process information, feel, behave, and communicate. These differences are often associated with conditions such as ADHD, autism, dyslexia, and others.
Organisational Psychologist Nancy Doyle estimated in 2020 that around 15-20% of the global population is neurodivergent – meaning one in five people may experience cognitive or sensory challenges that impact their work and daily experience.
According to the City Mental Health Alliance Hong Kong (CMHA HK), neurodivergent individuals often face:
- Sensory overload: lights, sounds, interruptions
- Cognitive pressure: multitasking, unclear communication
- Emotional overwhelm: masking, rejection, exclusion
- Stigma: bullying, internalised shame
To foster a truly inclusive workplace, CMHA HK recommends five actionable steps for employers to better support neurodivergent employees:
1. Adapt the environment to individual needs
Start by understanding each employee’s unique needs and challenges, then offer thoughtful accommodations.
Consider providing:
- noise-cancelling headphones
- quiet zones
- natural lighting
- standing desks
- frequent breaks
- shorter meetings
- remote work
- flexible hours
- reduced interruption
These adjustments can help reduce stress and improve focus and productivity.
2. Recognise and leverage unique strengths
Neurodivergent and neurotypical individuals often bring valuable skills such as:
- creativity and innovation
- attention to detail and pattern recognition
- deep focus and passion for topics
- honesty, empathy, and authenticity
- visual, verbal or analytical thinking
Employers should take time to understand how each person works best and align tasks with their strengths.
3. Communicate clearly and consistently
Use plain language and avoid jargon or acronyms unless necessary. Tailor communication formats – written, verbal, or visual – to suit individual preferences.
Share agendas, updates, changes, and expectations ahead of time. Transparency and preparation can help reduce anxiety and improve engagement.
4. Support different learning and processing styles
Make information accessible by using:
- readable fonts, spacing, and high-contrast colours
- simple checklists, diagrams, or timelines
- tools like text-to-speech, audio recordings, and visual summaries
Allow time for reflection and avoid pressuring employees to respond instantly in meetings or chats.
5. Stay curious and collaborate
Avoid assumptions. Instead, ask open-ended questions such as:
- “What is this like for you?”
- “How do you perceive this?”
- “What would you like to happen?”
- “What do you need for this to work best?”
Inclusion is a shared responsibility. By working together, teams can co-create solutions that benefit everyone, reduce stigma, enhance psychological safety, and improve overall employee wellbeing.
ALSO READ: Different, not less: Why neurodivergent talent remain overlooked in Singapore's workplaces
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