Abstract:

Neurodivergent people function, learn and process information differently. With approximately 15-20% of people being neurodivergent, workplaces and leaders need to find ways to adapt to ensure inclusion of a valuable section of the community. In many instances, an issue of what was said does not match what was heard, resulting in a response that is not the detail being sought. A change in language and approach is needed. Connecting the value of neurodiversity with communication strategies has the potential to support neurodiversity as an organisational strength for increased business results, a competitive advantage for the organisation. Drawing on over 100 survey responses from a co-developed survey to explore the communication challenges faced by people who function with neurodiversity, the aim was to devise a framework for all team members to understand how to best communicate with each other. This framework offers the ability to increase employee engagement and longevity of neurodivergent people in the workforce and worth leaders embracing to increase inclusion.

Please choose your submission type: Full Paper

Primary Track: Identity

Keywords: Identity work;Discourse / micro-interactions;Occupational / work / professional identity;Diversity;Social roles

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Ms. Helen Shalders