Creating a Neuroinclusive and Psychologically Safe Workplace

Strategies to create a neuroinclusive and psychologically safe workplace, fostering empathy, innovation, and growth.

Ever dreaded work because where you work feels more like an obstacle course than a place of productivity and positivity? Now, imagine that 10x for someone who experiences the world differently because of neurological variations. This is the world of neuroinclusivity and psychological safety—a world that's not just about compliance and diversity quotas but genuine human empathy and understanding. 

DOING BUSINESS RIGHT

What is Neuroinclusivity?

Neuroinclusivity is about recognising and valuing the unique contributions of individuals with various neurological conditions, such as autism, ADHD and dyslexia. It’s about shifting from a one-size-fits-all approach to a set of tailored strategies that respect neurodiverse needs. The ‌case for neuroinclusivity is compelling: it boosts innovation as some of your neurodiverse folks are going to be full of ideas for products and improvements, it increases employee engagement because you’re engaging with people on their terms, and enhances organisational loyalty because who wants to leave an organisation that actually cares about its people?

Yes, it’s great for the bottom line too, but most important is that it’s about being decent human beings. 

Significance of Psychological Safety

Psychological safety is the belief that one won't be punished or humiliated for speaking up with ideas, questions, or concerns. This concept, introduced by Harvard Business School professor Amy Edmondson, is fundamental to fostering open, honest communication and innovation - all ideas should be considered, and if someone has a weird idea, they shouldn’t feel awkward or anxious when sharing it. When employees feel psychologically safe, they’re more likely to take risks, collaborate, and contribute to their fullest potential.

Now, if you put the ideas of neuroinclusivity and psychological safety together you've got an amazing combo of super-powered ideas to push your organisation forward.

Creating a Neuroinclusive Environment

How do you create a neuroinclusive place of work?

1. Education and Awareness
   Education is the place to start. Raise awareness about neurodiversity and promote understanding through training sessions and workshops. These are not just tick-box exercises or cupcakes, but ongoing learning opportunities. Encourage employees to share their experiences and insights, allowing for a richer, more personal connection to the subject. Hearing about experiences, good and bad, from neurodiverse colleagues will help everyone do better.

2. Tailored Communication
   Communication styles vary among neurodiverse individuals. Some may prefer written instructions, while others might need visual aids or step-by-step guidance. Flexibility in communication can help reach people who may struggle and enable them to fully engage. Use collaboration tools that accommodate various needs, like Slack for written communication and Zoom/Google Meet for those who benefit more from face-to-face conversations.

3. Flexible Work Arrangements
   Allow for flexible hours, remote work, or customised workflows. For example, someone with ADHD might thrive with a flexible schedule that allows for work during their peak productivity hours rather than the traditional 9-5. This should be a no-brainer frankly. No one can be maximally productive during the traditional work day (and this isn’t limited to our neurospicy friends either!).

Building Psychological Safety

Building psychological safety is important for everyone, not just the neurodiverse folks.

1. Encouraging Open Dialogue
   Create spaces—both physical and psychological—where employees can express themselves without fear of judgement. Regular check-ins and open forums for feedback can help. The key is to listen actively and make tangible changes based on the feedback received. Don’t pay lip service to this - if your employees tell you something, listen and act.

2. Normalising Mistakes
   Establish a culture that sees mistakes as learning opportunities rather than failures. This can be particularly important for neurodiverse employees who might fear punitive action for errors. Highlighting stories of growth from failure can be a powerful tool to drive this point home. Doing something the wrong way 10 times offers way more learning opportunities that getting it right once.

3. Leadership Commitment
   Leadership must walk the talk. When leaders model inclusive behaviour and prioritise psychological safety, it cascades down through the organisation. This includes leaders being vulnerable themselves—acknowledging their own mistakes and showing that it’s okay not to be perfect. Don’t put on the theatrics though, it’ll be really obvious. Be genuine, it’s more powerful that way.

In the end, it’s about people.

Creating a neuroinclusive and psychologically safe workplace is not just a trendy initiative that gets you a spot on a podcast, but a necessary evolution in how we view work and human potential. It’s about moving from a mindset of tolerance to one of genuine inclusion and respect. By valuing neurodiversity and ensuring psychological safety, we aren’t just improving our organisations but contributing to a culture of empathy and excellence.

Let’s start today. What change can you make right now to promote neuroinclusivity and psychological safety in your workplace? Share your ideas or experiences in the comments below. Let's learn from each other and grow together.