Effective communication within organisations is crucial for fostering a productive and harmonious workplace. For neurodivergent employees, clear and accessible communication is not just beneficial but essential. As such, organisations must prioritise transparent and inclusive communication strategies to ensure all employees can thrive.
The need for clear communication
Clear and consistent communication helps to eliminate misunderstandings, reduce anxiety, and foster a more inclusive environment for everyone. For neurodivergent employees, the benefits are even more pronounced. A study by the Chartered Institute of Personnel and Development (2024) found that 37% of neurodivergent employees surveyed feel their organisation provides meaningful support to neurodivergent individuals.
Here are four reasons why clarity in communication is vital:
- Reducing misunderstandings: neurodivergent individuals may interpret language and non-verbal cues differently. Clear, unambiguous communication helps prevent misunderstandings that can lead to missing deadlines, mistakes and frustration.
- Enhancing productivity: when instructions and expectations are communicated clearly, all employees can perform their tasks more efficiently. Neurodivergent employees often excel when given precise, detailed, and consistent guidance.
- Promoting inclusivity: inclusive communication practices signal to neurodivergent employees that their needs are recognized and respected, fostering a sense of belonging and encouraging them to contribute their best work.
- Supporting staff well-being: ambiguous or unclear communication can be a significant source of stress for neurodivergent individuals. By ensuring clarity and consistency, organisations can help mitigate this stress, supporting the mental well-being of their employees. Consistent communication throughout the organisation is vital for neurodivergent employees, as mixed messages can cause confusion.
Practical steps for clear communication
Managers can adopt several strategies to enhance clarity for employees.
- Use clear and concise language: avoid jargon and overly complex language. Simple, direct language is easier for everyone to understand.
- Provide written instructions: alongside verbal instructions, provide written guidelines that employees can refer back to. This is especially helpful for individuals who may struggle with auditory processing.
- Encourage questions: promoting inclusivity will create an environment where employees feel comfortable asking for clarification without fear of judgment. This helps ensure that everyone fully understands the information being communicated.
- Offer training: regular and comprehensive training on neurodiverse conditions will help with creating effective communication techniques that can help managers and employees.
Email template for requesting reasonable adjustments
If employees are experiencing difficulties at work, The Equality Act (2010) requires employers to provide reasonable adjustments. They can request these adjustments in various ways, including in writing, verbally, or through a formal process if the organisation has one in place. Below is an email template to request reasonable adjustments from your manager.
Dear (Manager’s Name),
I hope this message finds you well. I am writing to discuss the possibility of implementing some reasonable adjustments to my work environment to better support my productivity and well-being.
As you may be aware, I am neurodivergent (Possibly mention the type of neurodiversity), and certain aspects of the current work environment can be challenging for me. TO help me perform to the best of my ability, I would like to request the following adjustments (If you know what adjustments you would like, then list them below. Or ask for a service such as Coaching or a Workplace Needs Assessment):
- Adjustment 1: a brief description of the adjustment and how it would help.
- Adjustment 2: a brief description of the adjustment and how it would help.
- Adjustment 3: a brief description of the adjustment and how it would help.
These adjustments are in line with the reasonable adjustments that can be made under The Equality Act (2010). I believe that implementing these changes will not only support my performance but also contribute positively to our team’s overall efficiency and success.
I am happy to discuss this further and provide any additional information you might need. Thank you in advance for considering my request, and I look forward to working with you to help create a more inclusive and supportive work environment and tracking the adjustments if my needs change over time.
Best regards,
(Your Name)
Organisation’s responsibility
By law, employers must consider requests for reasonable adjustments and agree to make those changes when they are deemed reasonable under the circumstances, such as the size of the organisation, resources, and number of employees. Many graduates, familiar with requesting reasonable accommodations under The Equality Act (2010), bring this knowledge into the workplace and expect their employers to provide these adjustments.
HR teams and line managers should be trained to engage in a dialogue with individuals to understand their ways of working, strengths, and challenges This collaborative approach helps identify appropriate adjustments to mitigate these difficulties. It is also important to remember that the individual’s needs may change over time, so employers should regularly review and monitor the adjustments.
Conclusion
By implementing strategies that prioritise clarity and accessibility, organisations not only enhance productivity and reduce misunderstandings but also create a supportive environment where neurodivergent employees can thrive. As awareness and understanding of neurodiversity grow, the importance of reasonable adjustments in the workplace becomes ever more apparent. Embracing these practices benefits not just neurodivergent individuals but the entire organisation, fostering a culture of inclusivity and respect.
