As more businesses evolve, an increasing number of organisations have begun recognising the value of neurodiversity—the idea that neurological differences (including autism, attention deficit/hyperactivity disorder (ADHD), dyslexia, and other cognitive differences) are naturally occurring variations of human diversity, and as such, are also important types of human diversity. Instead of viewing these differences as deficits, many progressive employers consider them as assets that will contribute to increased innovation, creativity, and problem solving in their business.
While the understanding of when to begin considering neurodiversity assessments is equally important as the understanding of why neurodiversity assessments are valuable, implementing neurodiversity assessments should not be reactionary or carry a stigma; they should be done in a thoughtful and supportive manner, aligned with a company’s overall wellbeing strategy.
When There are Issues With Performance in the Workplace
One of the most frequent reasons to consider neurodiversity assessments is when a particular employee has continual difficulties performing a specific part of their job after conventional performance support strategies have been attempted.
For example, an employee may possess strong technical skills, but struggle with organisation, time management, and/or communication. In cases where conventional coaching and/or performance management do not have the desired effect, conducting a neurodiversity assessment may provide insight into the existence of traits associated with Attention deficit hyperactivity disorder (ADHD) and/or the Autism spectrum disorder (ASD) in that employee.
The intent is not to target the person but identify how they assimilate and relate to their surroundings in their own unique way. Knowing this may help to create ways that make it easier for them to leverage their strengths and enhance performance results.
When Workers Encourage Their Own Evaluation or Request for Disclosure
A very clear indicator of whether an employee may be neurodivergent is when they take action on their own behalf to voice anxiety regarding possible neurodivergent characteristics or seek assistance. Some people may suspect that they possess neurodivergent characteristics but have never had the opportunity to undergo any type of formal evaluation while others may have been treated for it in the past and need employment accommodations.
Employers should take this seriously and respond compassionately and confidentially. Providing access to neurodivergent assessments from trained neuropsychologists exemplifies an employer’s commitment to inclusive practises. This also allows for all accommodation decisions to be based on clinical insight, as distinct from mere assumptions.
Employers encourage their employees to feel comfortable making a disclosure about their needs by creating an environment where the employee feels psychologically safe and can build trust with their employer.
When Taking Workplace Modifications Into Account
Oftentimes, employers will look at things like flexible hours, offering noise reduction solutions and adjustments to communication methods when looking at what adjustments they should make for an employee who is neurodiverse. If considering an adjustment, a neurodiversity assessment can provide further information to help ensure that you properly accommodate your employee.
Neurodiversity assessments provide structured information about an employee’s cognitive strengths and weaknesses, which allows employers to provide individualised rather than generic accommodations. For example, the recommendation might be to use structured task lists, visual representation of what needs to be done, assistive technology, or adjust how the employee communicates.
By establishing adjustments from a professional assessment, employers can take the uncertainty away and provide consistency in the workplace.
Initiatives for Organisational Inclusion
There are many organisations that are working on creating an inclusive environment as a part of their diversity, equity, and inclusion (DEI) strategies. Providing access to voluntary neurodiversity assessments, where appropriate, can help provide a proactive approach to including neurodiverse employees.
Instead of waiting to address performance issues, organisations can implement educational campaigns about neurodiversity and have employees complete confidential neurodiversity assessments. This communicates that neurodiversity is a valid and accepted part of our human experience.
Lastly, the neurodiversity assessments used in this way should always be voluntary and confidential, and should never be implemented without obtaining consent from the employee.
Evaluating neurodiversity to address disciplinary issues/absenteeism can help in determining if neurodivergence is a factor behind the repeated absence, missed deadlines, or lack of clarity in communication with co-workers. If this is true, then any of these situations will indicate that the reason for poor performance has not been appropriately resolved through the disciplinary process.
Conducting Neurodiversity Assessments Fairly and Effectively
It is vital that neurodiversity assessments are conducted in an ethical manner. That means they may not be required for employment nor be used as a rationale for denying persons from being selected for any position. The intent of conducting assessments is to empower employees and enhance the alignment of employees within an organisation, as opposed to creating a stigma for a particular employee.
The results of the assessments must maintain confidentiality throughout the process, and the recommendation for assessment must be made based on operational recommendations, rather than personal medical information of the employee. Therefore, any data obtained throughout the course of the assessments must be maintained with an appropriate level of confidentiality and secured properly.
When performance issues continue, when workers ask for help, when stress-related issues recur, when workplace modifications are required, or as part of proactive inclusion activities, neurodiversity tests should be taken into consideration. When conducted carefully, these evaluations decrease misunderstandings, increase clarity, and unleash employee potential. Employers may create more inclusive, flexible, and productive workplaces by knowing when to consider neurodiversity evaluation.
