The Mass Technology Leadership Council has uploaded an article by Jennifer Kiesewetter to
discuss how to encourage neurodiversity in the workplace. Method 1 is for leaders to adjust their
hiring process. This means that leaders should use more inclusive language in their job
descriptions and adjust internal processes as well as searching for a bigger recruiting pool.
Instead of looking only for college students and resorting to referrals, finding different
neurodivergent institutions to hire from may help. They should also create individualized career
journeys for neurodivergent and neurotypical employees as well. Since not all employees can
operate the same performance under the same conditions, to help workers out, leaders should
incorporate individual/team activities based on who works well in what condition as well as
workspace wise, where quieter areas can be placed for those who work better with no noise
versus those who can and are not bothered by the workplace buzzing. Providing learning and
development opportunities can be done by communicating to employees. Ask them what their
preferred method of communication is, provide coaching, and offer more time to complete tasks.
There are a few ways to do this. Mentoring employees has shown to increase productivity,
profitability, and customer loyalty. For neurodivergent workers, having guidance for day-to-day
tasks can be useful to them and the organization. Having other senior employees or leaders
provide support for neurodivergent workers not only helps the company grow but also fosters
relationships between workers and managers as well. Lastly, connecting with neurodiverse talent
from nonprofit agencies and connecting with the community can expand your neurodivergent
workforce. This can help the company with the resources and tools to encourage neurodiversity
and to support your workers.
https://www.masstlc.org/5-ways-to-support-neurodiversity-in-the-workplace/
This article is a credible source. The author of the article, Jennifer Kiesewetter, has written many
articles before on workplace environment as well. She is the author of Cangrade, a company that
educates HR and management. This company has many organizations who support them
including but not only Wayfair, Applied Industrial Technologies, CJ Logistics, and more. Not
only that, but throughout her articles, she provides hyperlinks in some of the texts to cite where
she got her information from as well. There are links to articles from Cangrade itself, Glassdoor,
Deloitte, and more. All the hyperlinks go back to her supporting her claims with data through
those other websites (such as numbers and statistics). Although her sources link back to
Cangrade’s other articles, within the other articles have data backed up by organization websites
such as the Society for Human Resource Management (SHRM) and the Job Accommodation
Network (JAN). Although Cangrade is technically a blog, they always use data to back up their
claims in every article. Also, this article was uploaded to the Mass Technology Leadership
Council which is an organizational website. .org websites are reputable as they are not
commercial or selling websites. This also goes for .edu and .gov sites as well. Many of the
sources that Cangrade uses in its articles that connect to the neurodiversity article have backed
up data from sites like these.