How to Celebrate Neurodiversity Awareness Month

April is Neurodiversity Awareness Month! As an employer, this is your opportunity to educate yourself and your teams on neurodiversity and neurodivergence at work. It’s also an opportunity to raise awareness in your professional communities, check in on your inclusion initiatives, and make sure your neurodivergent employees feel heard, understood, and supported.

Without proper support and awareness, neurodivergent employees can face challenges like discrimination, misunderstandings, and hostile work environments. In fact, one in five neurodivergent employees experience harassment or discrimination at work because of their neurodivergence. These barriers can prevent them from succeeding in their roles, which hurts your entire organization.

This guide will help you understand neurodiversity and provide you with strategies to celebrate and support your neurodivergent employees, enabling them to succeed and contribute effectively to your company.

*Editor's Note: All names and identifying information have been changed to protect privacy. Quotes have been lightly edited for clarity and concision.

What Is Neurodivergence and Neurodiversity?

Neurodivergence

Neurodivergence describes neurocognitive functioning that differs from dominant societal norms and includes conditions like autism, ADHD, OCD, dyslexia, and Tourette's syndrome, among others.

Some neurodivergent employees may require specific accommodations to perform at their best, while others may not need any adjustments. It’s essential for companies to recognize that each neurodivergent employee has unique strengths and challenges.

Taking the time to understand and meet the specific needs of neurodivergent employees helps them succeed in their roles. Offering reasonable accommodations helps everyone thrive and contributes to a more inclusive and healthy work environment.

Neurodiversity

Neurodiversity is a natural part of human diversity that refers specifically to the myriad ways each human mind processes information and perceives the world. Yet, 69% of employees report their employers don’t seek input from neurodivergent employees when designing teams, office spaces, and project management systems.

By embracing neurodiversity and supporting neurodivergent employees, we can create more innovative and productive teams, improve the employee experience, and drive greater business success.

Famous Neurodivergent People in History

You might recognize some of these neurodivergent people who have positively impacted our world:

• Albert Einstein, who made groundbreaking contributions to physics
• Greta Thunberg, who sparked a global movement for climate change
• Charles Darwin, who developed the theory of evolution by natural selection
• Bill Gates, who co-founded Microsoft and revolutionized the use of technology
• Isaac Newton, who discovered the laws of motion
• Tim Burton, who created a brilliant and unique style of filmmaking
• Wolfgang Mozart, who left a lasting impact on the music world with his incredible talent and creativity

When Is Neurodiversity Week?

While Neurodiversity Awareness Month takes place in April, Neurodiversity Inclusion Week is typically during the third week of March, though some companies celebrate it in April or throughout the entire month of March instead.

It was first created in 2018 by Sienna Castellon. “My experience has been that people often focus on the challenges of neurological diversity,” Sienna explains. “I wanted to change the narrative and create a balanced view that focuses equally on our talents and strengths.”

Neurodiversity Awareness Month and Neurodiversity Week remind us that, as we work to include and support each employees’ diverse needs on a personalized basis, their unique talents, strengths, and perspectives have an equal chance to shine in their roles.

And with neurodivergent employees empowered to do their best work, businesses can achieve even more.

How to Celebrate Neurodiversity Awareness Month

During Neurodiversity Inclusion Month, organizations around the world host events and workshops to educate employees about neurodiversity and how to create a more inclusive workplace.

Amazon-India offers an example of how to embrace neurodiversity by including the following best practices:

• Making hiring decisions without discriminating based on neurodivergence
• Partnering with a non-profit organization to offer training and create personalized strategies for employees with invisible disabilities
• Identifying jobs that are repetitive, structured, performed in safe environments
• Offering flexibility to support their neurodivergent employees

We interviewed people who identify as neurodivergent to get more ideas and best practices for how to celebrate Neurodiversity Awareness Month at your workplace.

Provide Flexible Working Hours and Locations

Bryan shares, “Flexible scheduling and working from home are huge. I love that by choosing my hours and working from home, I’m able to stay better focused on a task instead of being constantly interrupted or distracted.”

Be Understanding of the Need for Time Off

Sam shares, “I think the working environment in general should be inclusive in that they understand sometimes things can go wrong or sometimes we just need time off to avoid burnout and loss of motivation. I love how I’m allowed to take a day off. I do have to reach a certain amount of hours each week, but I can choose when exactly those hours take place. It allows me to listen to my body and to know when to stop.”

Create Task Logs for Employees, and Allow Them to Choose Their Task Order

Abdul shares, “At work, I do have tasks I prefer doing more than others. For example, programming is just more doable for me than data analysis where I need to read papers or watch interviews, and sometimes it can be very draining. So being provided with multiple tasks and the flexibility to pick the order I complete them helps me manage my stress and motivates me to do the work. It provides me with a sense of confidence and control. I feel listened to. I feel like I can adjust my work schedule to revolve around how my brain processes stuff.”

Ask Your Employees How You Can Best Support Them

Chloe shares, “I would say first and foremost, ask the neurodivergent individual how you can support and celebrate them. I personally would not want a big celebration. Instead, I just want to be included and supported through my work interactions with my manager, coworkers, etc. So that's my biggest advice. Ask your employees how they want to be celebrated and included.”

Why Neurodiversity Matters and How It Can Benefit Your Company

Simply put, neurodivergence isn’t a problem to solve but a strength to be celebrated.

Additionally, the Americans with Disabilities Act protects people with disabilities against employment discrimination. This means that turning down applicants, terminating employees, refusing accommodations, or denying employees promotions based on their neurodivergence is a violation of federal law. Everyone has the right to access gainful employment.

Neurodivergence and Self-Disclosure

Keep in mind that employees don’t always disclose their neurodivergence, and your workplace might be more neurodiverse than you realize. Whether or not an employee discloses their neurodivergence is a personal choice, and they’re under no legal requirement to do so.

Some people may choose not to disclose to protect their privacy and avoid any unconscious biases or stereotyping from coworkers. On the other hand, an employee may self-disclose to secure access to the accommodations and protections they deserve.

Regardless of whether employees choose to disclose, promoting an inclusive culture creates a more accessible environment for everyone and helps employees feel more comfortable self-advocating or self-disclosing to the extent that works best for them.

As Kate explains, “Being able to be comfortable with saying that you're neurodivergent is important. It shouldn’t even be something that someone is scared to say, but I can definitely see why some people might be afraid to share that they're neurodivergent.”

Challenges to Neurodiversity Inclusion

Despite the many benefits of embracing neurodiversity, there are challenges to its full inclusion in the workplace.

Misconceptions and Biases in the Interview Process

Many interview processes are skewed in favor of neurotypical social behaviors. In-person or video conference interviews are built on the assumption that a qualified job candidate should be socially outgoing and adept at highlighting their professional strengths on the spot.

But this doesn’t account for the diverse ways people cognitively process social cues and verbal communication. A job applicant may have great enthusiasm for their work and an excellent portfolio of past projects, but they might not be able to express that in a traditional interview format, causing a hiring manager to think they’re disinterested or lacking in confidence.

In reality, a neurodivergent individual could be the best candidate for the job, but due to biases and obstacles in the hiring process, they might not get hired.

Sarah shares, “I did have a time when I was applying to jobs that I was kind of scared to disclose the fact that I was neurodivergent. Mainly because I wasn't sure if they would want to pick someone that is neurotypical. It shouldn’t be that way.”

Inaccessible Workplace Environments

Inaccessible work environments can significantly lower how well neurodivergent individuals are included. As Kevin explains, “My workplace has offered zero accommodations. I wish they would because it would allow me to work a lot more effectively.”

Insufficient quiet areas or sensory-friendly spaces, for example, can exacerbate the challenges neurodivergent employees face and limit their ability to perform at their best.

While it’s always best to ask what an employee needs, you can also use the Job Accommodation Network”s (JAN) Situations and Solutions Finder, a database with accommodation examples made by JAN customers.

Communication Barriers

Communication barriers also create a significant challenge for neurodivergent individuals in the workplace. Traditional forms of communication, including formal meetings, may not always be the most effective communication style for people with invisible disabilities.

This can lead to misunderstandings and missed opportunities for collaboration. By adapting communication practices to be more flexible and inclusive, you can help bridge these gaps, helping all employees have the opportunity to thrive.

Consider these digital accessibility factors:

• Are applicants getting timed out?
• Is a Dyslexic-friendly font being used?
• Do videos have alt tags?
• Are the right color contrasts being used?

The main idea is to always communicate as unambiguously as possible.

“I think we definitely need to have more training on neurodiversity,” one of our respondents, Ali, states. “We’ve had training on diversity in general, but we need more neurodiversity-specific training.”

Lack of Support for Neurodivergent Employees

Lack of support for neurodivergent employees comes from a lack of awareness and understanding within organizations, which can lead to unconscious bias and discrimination.

As Wyatt shares, “Better support would be great. Enthusiastic and conformational support that I will never be discriminated against if I request or get accommodations. Or even just making it better known that accommodations are available.”

Why Interest in Neurodiversity Is Increasing

People Sharing Their Experience on Social Media

Visibility and discussion of neurodivergent conditions on social media platforms, especially TikTok, have increased. Social media platforms have seen a huge rise in content from creators who share their personal experiences with conditions like ADHD and autism, helping to destigmatize and raise awareness of neurodiversity.

Increase in People Being Diagnosed

Destigmatization and improvements in diagnostic practices have led to an increase in diagnoses of neurodivergence, including in adults. This has resulted in more self-advocacy among employees in the workplace, as people become empowered to seek out the resources they need to thrive.

New Findings on Neurodiversity

Additionally, there’s been growing recognition of the value neurodivergent individuals can bring to the workplace. New studies supporting these findings are helping businesses recognize the benefits of embracing neurodiversity.

5 Steps You Can Take to Improve Neurodiversity Inclusion in Your Workplace

1. Educate and Train Yourself and Your Team on Neurodiversity

Start by educating yourself and your team about the many forms of neurodivergence and how the workplace can accommodate diverse needs.

Encourage your employees to promote an inclusive work environment and identify ways they can eliminate anti-neurodivergent biases within their department’s workflows, communication methods, and performance reviews.

You can also have your employees become trained neurodiversity advocates. These advocates work to provide support and create opportunities for neurodivergent individuals to thrive in the workplace.

Another suggestion from Alex, an interviewee, is to include neurodiversity during DEI training: “It would be great if there was a portion, during the inclusivity and diversity training specifically, about neurodiversity that would break up some of the misunderstandings and myths about neurodivergent people.”

2. Establish Appropriate Policies and Procedures to Protect and Support Neurodiversity

It’s essential for leaders in your organization to create and enforce appropriate policies and procedures to protect and support all employees. This involves establishing rules to prevent discrimination and ensuring that your workplace is inclusive and fair.

Effective procedures might include providing access to assistive technology, offering mentorship or coaching, and organizing workshops on important topics such as time and stress management.

Additionally, offering an anonymous helpline can support employees by providing a confidential way for them to address concerns and ask for help. By taking these steps, you create an environment where all employees have the opportunity to succeed.

3. Create Opportunities for Self-Management

Neurodivergence, as the word implies, is truly diverse, and individual employees will know best how to address their particular needs. Instead of having a one-size-fits-all approach to performance management, emphasize outcomes over processes.

As we’ve mentioned, it’s helpful to give your neurodivergent employees opportunities to manage themselves where appropriate. This could include allowing employees to:

• Work from home (if possible).
• Set their own hours.
• Take breaks as needed.

Build a culture of open communication and collaborate with each employee to determine the schedule, environment, and workflow that’ll allow them to be successful in their role.

4. Celebrate Neurodiversity in the Workplace

First, ask your employees how they would like to be celebrated. Some might appreciate a small party or a special recognition event, while others might prefer a more subtle approach. It’s important to respect their preferences.

Consider celebrating neurodiversity by inviting guest speakers or creating a neurodiversity resource group at your work.

5. Maintain Open Feedback

Regularly ask neurodivergent employees about their experiences and feelings regarding their work environment. You can gather this feedback through surveys, group discussions, or one-on-one conversations.

Listen closely to their input and use it to make continuous improvements. This open communication helps you better meet employee needs and adapt based on their feedback, ensuring an inclusive workplace where all employees can capitalize on their strengths and make valuable contributions.

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