04:05 GLOBAL
The CIPD Neuroinclusion at Work Report 2024 reported that, of all employers taking some action to create a neuroinclusive organisation, almost two-thirds (63%) said they’ve seen a positive impact of doing so on employee wellbeing, and evidence from Hewlett Packard and Harvard Business Review tells us that: Neurodiverse teams are 30% more productive. Companies with an inclusive culture are 6x more likely to be innovative and agile. Organisations which actively promote an inclusive environment report revenue increases of almost a fifth (19%). Steps employers Can take to support neurodivergent employees There are several steps employers can take to support neurodivergent staff wh ich can benefit all employees, increasing diversity and inclusion, improving wellbeing and also potentially increasing revenues. 1. Raise awareness and educate staff
and the challenges faced by neurodivergent people. This helps create a more understanding and supportive workplace culture. 2. Implement flexible work arrangements Offer flexible working hours and remote work options to accommodate the varying needs of neurodivergent employees. This can help reduce stress and improve productivity and wellbeing. 3. Provide clear and consistent communication Use clear, concise, and unambiguous language in all communications. Providing written instructions and visual aids can help neurodivergent employees better understand tasks and expectations. 4. Create a sensory-friendly environment Make adjustments to the physical workspace to reduce sensory overload. This can include providing noise- cancelling headphones, creating quiet zones, and allowing for personalised workspaces. 5. Offer tailored support and accommodations
Conduct training sessions to educate employees about neurodiversity, its benefits,
Work with neurodivergent employees to identify their
20 I 04:05
GLOBAL PAYROLL MAGAZINE ISSUE 9
Made with FlippingBook - Share PDF online