For neurodivergent individuals, typical work environments can pose challenges most people do not experience to the same degree – or at all. With increasing diagnoses, recognition, and acceptance, neurodiversity is impacting workplace planning now and will for years to come.
In this four-part blog series, “Neuroinclusivity in the Workplace,” we will explore essential strategies and considerations for companies to use in workplace planning, design, and change management – creating more inclusive work settings for all employees.
Change Management for a Neuroinclusive Workplace
Your company has made the investment and the effort to become a neuroinclusive workplace — with the buy-in of leadership, the company has engaged in a strategic planning process and adopted neuroinclusive space or policy approaches in the work environment. Now what?
Organizational and workplace change affects all people, at various points. For this reason, it’s necessary to have structured process to bridge the gap from an existing state to the desired future state. This is called change management. Managing the journey to a more neuroinclusive workplace is especially important if the concept of neurodiversity is new to a majority of employees. It may require a change in thinking, shifts in behavior, and an understanding of new space types or tools at work. Let’s take a closer look at some key guiding principles for this process.