Neurodiversity is the term used to describe natural variations in the human brain. Most people are neurotypical, meaning their brain functions in the way
that society expects. 1 in 7 people are neurodivergent, meaning their brain functions differently in one or more ways than is considered standard or typical.
Furthermore, Neurodiverse conditions are used to characterize diverse ways of thinking, learning, processing and behaving. A non-exhaustive list might include dyslexia,
autism, dyspraxia, and ADHD.
as disability sausage media we believe Welcoming a neurodiverse workforce can often mean that recruitment and development processes need to change.
To welcome the benefits of neurodiversity, employees must be empowered to work and achieve in their own way.
Typically, the workplace is supposed to be set up for neurotypical ways of thinking and doing. That means neurodivergent employees often can spend a lot of time trying to
adjust their work environment to suit their needs.
fortunately, Technology has seeped into nearly every aspect of our daily lives. Its use is embedded in how we work, how we’re entertained, how we connect, seek out knowledge, and it’s brought us closer together, advancing society in ways that could only have been dreamed of decades ago. But the benefits of technology, of course, have for a long time now moved far beyond enriching our personal lives or affording us novel conveniences.
These days, technology plays an even greater role in our lives. Its existence makes our jobs easier, helping us to do our work productively and with less hurdles. But for those in the workplace with hidden disabilities, technology can become another obstacle. That’s why it’s important that successful companies support their staff with technology that allows them to reach their full potential - tech that’s designed to help neurodiverse staff complete the daily tasks that are often taken for granted.

My top 5 tips which I believe can transform workplaces and practices include:

1 Flexible working hours may improve performance significantly. Allowing a neurodivergent employee to arrive earlier and leave earlier can help to avoid
large groups of people, which can be less stressful for travel and parking. Arriving early can also mean the employee can benefit from quiet time to focus
on tasks with less distractions.
2. Time- management software for people with autism or ADHD.
The use of calendars, planners and alerts helps to plan daily activities,
manage time effectively, and support memory challenges. This is to say the ability to organize effectively is something that many of us take for granted, but for those with neurodiverse traits, it can be a challenge. Many individuals struggle to priorities, becoming overwhelmed looking at a long task list. Introducing helpful technology into the workplace can assist employees in juggling their workload, reduce stress and increase productivity.
3.cancelling headphones to avoid distracting or confusing noises. Perfect for those with autism and ADHD.
4.Assistive technology features such as screen filters to help those sensitive to the intensity or frequency of light, and text to speech to help auditory processors
such as dyslexics.
In other words, some people find it difficult to process information, and in a workplace where things move at a rapid speed, it is important that these employees are given the assistance they need to process new information presented to them.
5. • Instant messaging such as Google Hangouts may be a more motivating
medium in which to communicate with colleagues.
Several research have indicated Neurodiverse teams benefit from increased productivity and innovation. That’s because diverse thinking is the reason great things happen in the workplace,
and beyond.

Specifically, neurodivergent individuals strengthen a workforce with out-of-the-box thinking, creative solutions, and more.
For example, Companies that are currently leading the charge in hiring neurodivergent workers include accounting firm EY, software company SAP, Microsoft, and Hewlett
Packard Enterprises.

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The views expressed here are for the author and do not represent any agency or organization.
Mugambi Paul is a public policy, diversity, inclusion and sustainability expert.
Australian Chief Minister Award winner
“Excellence of making inclusion happen”

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