Did you know?

• One in five adults is neurodivergent {1}
• Up to 25% of chief executives believe themselves to be dyslexic, yet few disclose this publicly {1}
• Out of 500 neurodivergent people, 61% have faced stigma in the workplace {2}

And: 

• Companies championing neurodiversity benefit from 28% increased revenue and 30% better profit. {3}
• There’s 87% better decision-making in neurodiverse teams {4}

 

What is Neurodiversity Training?

Neurodiversity is the natural variation of how people think, process their information, and experience the world. It is based on the premise that no two individuals think alike. Conditions that fall under this broad definition of neurodiversity include autism, ADHD, dyslexia, and dyspraxia (a common disorder that affects movement and coordination).

A briefing from the World Economic Forum has encouraged open and honest discussions on making workplaces more inclusive and the importance of recognising and valuing different modes of cognitive functioning. It highlights how neurodivergent individuals bring valuable cognitive strengths and skills like analytical thinking and creative problem-solving, pattern recognition, attention to detail, and innovative thinking. {5} In industries that require data analysis, software development, quality control, and research, these attributes can directly enhance productivity and innovation. Inclusive hiring practices also contribute to higher employee morale and engagement, as they foster a culture of acceptance and flexibility.

Neurodiversity Training is an approach sensitive to this uniqueness among learners—their specific needs and learning styles. Providing an educational experience that is accessible and truly effective to one and all forms the crux of neurodiversity training. 

 

Neurodiversity Training in the Workplace

A 2024 grant made the news for all the right reasons. While there have been tremendous advancements in technology and artificial intelligence, organisations are encouraged to use it to create a positive impact in more ways than one. Training that fosters inclusivity leads to enhanced organisational productivity and greater innovation. Further, training that encourages better communication and creates supportive environments fosters better overall management practices. It leads to reducing turnover and boosting job satisfaction. A study revealed that 81% of employees who believe their company culture is inclusive are happy in their jobs. {4}

A well-rounded neurodiversity training programme at the workplace should begin with awareness and education. Educating the workforce about neurodiverse conditions and recognising cognitive differences is a great first step. Inclusivity and training are more than just compliance with legal requirements. It is an opportunity to celebrate individuality and take a socially responsible stance. A reputed brand and forward-thinking organisations are attractive to employees and customers alike. 

Creating multi-modal content is one of the primary ways to make your training neurodivergent. This includes integrating text, audio, and visual content, images, subtitles, and the availability of assistive technologies that allow learners to choose a format that they prefer. Further, having flexible formatting options and typography can offer significant benefits to learners. This includes using fonts that allow readers to adjust text size and spacing to enhance readability. 

Offering self-paced training programmes and providing additional resources go a long way in encouraging participation and course completion. Another tried-and-tested method is offering intuitive navigation—personalised learning paths, course structure, and content organisation. Maintaining a predictable course structure and providing instructions in both verbal and written formats helps reduce cognitive load and support learners who may struggle with organisation and memory.

Quizzes, multiple-choice questions, scenario-based learning, and game-based learning offer learning variety while keeping the audience engaged with the content. However, it's crucial to minimise sensory overload by avoiding unnecessary animations or background music, which can be distracting for some neurodivergent individuals.

CatapalloVR, a forward-thinking organisation, uses virtual reality (VR) tools to create training programmes tailored for neurodiverse learners. They develop immersive VR modules aimed at enhancing life skills, mental health, and overall wellness and independence for neurodivergent individuals, including those with autism, ADHD, PTSD, and anxiety. By integrating VR into therapy, they are able to work with other organisations to provide safe, controlled environments where neurodiverse individuals can practice and develop essential life skills.

Several organisations have already embraced neurodiversity and reaped measurable benefits. Microsoft’s Neurodiversity Hiring Program aims to attract and support neurodivergent candidates. Providing tailored interview processes and the ongoing support needed for their career growth and success marks a clear distinction about Microsoft as an employer of choice.

Similarly, SAP’s Autism at Work Program provides hiring and workplace support to leverage the unique abilities and perspectives of neurodiverse individuals. It highlights the company’s stance on authentic identities. 

Ernst and Young (EY) has established the Neuro-Diverse Centers of Excellence to harness the talents of neurodivergent individuals, enhancing innovation and helping organisations unlock their full potential. 

Investing in neurodiversity training and neurodiverse practices is not just about ethical choices; it’s a business strategy that delivers tangible results. Companies that prioritise neurodiversity position themselves at the forefront of inclusive workspaces, innovation, and productivity. 

 

Sources:

{1} Deloitte Insights

{2} Texthelp

{3} Accenture

{4} Cloverpop

{5} Harvard Business Review

 

Preeti G.T. 

Director of Marketing at ELB Learning