Having dealt with the challenge of how to recruit neurodiverse candidates and onboard them into your business, you’re now considering the next steps as part of your diversity and inclusion plans.

Or you may be in the camp where you have identified existing staff who have disclosed as being neurodiverse or are facing ‘stereotypical’ workplace challenges.

Making reasonable adjustments to the workplace is often a mandatory legislative requirement in most countries. But beyond that, having an inclusive workplace that caters for the needs of your staff will allow them to perform at their best.

The sensory environment at work impacts not only neurodivergent people. You’ll be surprised by the number of people who aren’t autistic or dyslexic for example, who are also affected by the amount of noise and movement in the office.

I’ll explain a few common areas that create challenges when it comes to the sensory environment and work, along with a few simple strategies you can employ. The upside is, the cost of doing so doesn’t need to be high, and the benefit of having done so will be felt by many of your staff.

Have you ever had an employee that didn’t seem to work well with their team members? Have you come across those project teams that seemed to be dysfunctional and worked against themselves more than for themselves?

All too often you’ll have lost employees, they’ve just left or worse still perhaps is they have remained and ‘underperformed’ or being problematic. Imagine if you didn’t need to face the constant threat of attrition, poor performance or interpersonal conflict within teams.

Imagine how much more productive, effective and engaged your staff would be if they understood each other, the organisation and had a voice.