Flexibility in the workplace can make a tremendous difference for neurodivergent employees, but it also benefits organizations as a whole.

The next time you think about firing your autistic employee because they didn’t greet you on their way to clock in, asked too many questions, didn’t do the thing you subtly suggested they do, or declined an invitation to hang out, remember, you may be dooming someone to homeless, for something that could easily be fixed with a better understanding of the autistic brain and more accessible communication.

When it comes to hiring, training, and retaining autistic talent, throw everything you think you know out the window, and allow them to take the lead and guide you through how their brain works. When you do, you’ll not only provide them with the accessibility they need, you’ll also allow them to grow and thrive, and that can help take your entire team to the next level!

By nurturing a supportive culture, managers can help to create a workplace that encourages job crafting for all employees, including neurodivergent individuals. It also can help to attract and retain talent with diverse and unique backgrounds, perspectives, and ideas, creating a more innovative and effective organization.

Ask questions, get clarification, and always assume positive intent. The neurodivergent mind can be an incredible asset to your company, and the more you learn about it, the less often you’ll be offended and the more you’ll be able to broaden your horizons and take your business to the next level.

Reframing the word ‘accommodations’ into the broader scope of accessibility can help benefit not only your neurodivergent employees, but all of your employees, and your company as a whole!

Be clear and concise, follow up with emails, check in and answer questions, and assume positive intent. Giving direct instructions upfront means less time cleaning up after communication breakdowns, and more time making your business a success!

Creating a more sensory-friendly environment for employees is an important aspect of inclusion. It is also likely to lead to increased job satisfaction, better employee health and well-being, productivity, and retention.

Individual distress and work productivity losses can be significantly reduced by improving workers’ recognition of their need for help, addressing others’ attitudes, and eliminating structural barriers to help, support, and inclusion.