At Cherry Professional, the East Midlands’ leading recruitment partner for Finance, HR, Marketing and, Business Support, we understand that onboarding is crucial for setting new employees up for success. This is particularly important for neurodivergent employees, who may have unique needs and challenges in adapting to a new work environment.
The Importance of Inclusive Onboarding
Recent studies have shed light on the challenges faced by neurodivergent employees in the workplace. Alarmingly, 65% of neurodivergent employees fear discrimination from management, while 55% fear discrimination from colleagues. Furthermore, 40% of neurodivergent employees don’t feel there’s enough understanding of neurodiversity to ensure they’re properly supported in the workplace.
These statistics underscore the critical need for organisations to create inclusive, supportive onboarding processes that address these concerns and set the foundation for a positive work experience.
 Strategies for Accessible Onboarding
- Provide Clear, Detailed Information: Offer a comprehensive onboarding pack that includes detailed information about the company, the role, and what to expect in the first few weeks. Consider creating visual aids or flowcharts to supplement written information.
- Assign a Mentor or Buddy: Pair the new employee with a supportive colleague who can provide guidance and answer questions. This can help ease anxiety and provide a point of contact for any concerns.
- Create a Sensory-Friendly Workspace: Ensure the new employee’s workspace is comfortable and considerate of potential sensory sensitivities. This might include providing noise-cancelling headphones, adjustable lighting, or a quieter work area.
- Offer Flexible Onboarding Options: Provide various ways to complete onboarding tasks, such as online modules, in-person sessions, or written materials. This allows the employee to engage with the information in a way that suits their learning style.
- Implement a Gradual Integration: Consider a phased approach to onboarding, gradually introducing new responsibilities and social interactions. This can help prevent overwhelm and allow for better adjustment.
- Provide Clear Communication Channels: Establish and explain the preferred methods of communication within the team and organisation. Offer alternatives for those who might struggle with certain forms of communication.
- Set Clear Expectations: Clearly outline job responsibilities, performance expectations, and workplace norms. Be explicit about unwritten rules that neurotypical employees might take for granted.
- Offer Accommodations Proactively: Rather than waiting for requests, proactively offer potential accommodations. This could include flexible working hours, regular breaks, or the use of assistive technologies.
- Provide Neurodiversity Training: Conduct training sessions for all staff to increase understanding and awareness of neurodiversity. This can help create a more inclusive and supportive work environment.
- Regular Check-ins: Schedule frequent one-on-one meetings during the onboarding period to address any concerns, provide feedback, and ensure the new employee feels supported.
The Benefits of Accessible Onboarding
By implementing these strategies, you’re not only making your onboarding process more inclusive but also addressing the concerns highlighted in the recent studies. This approach can help reduce fears of discrimination and increase feelings of support among neurodivergent employees.
An accessible onboarding process can lead to:
– Increased employee engagement and job satisfaction
– Better retention rates
– Improved team dynamics and understanding
– Enhanced productivity as employees settle into their roles more effectively
At Cherry Professional, we’re committed to helping organisations in the East Midlands build diverse and inclusive teams. Our expertise in recruitment for Finance, HR, Marketing and Business Support, combined with our understanding of neurodiversity, allows us to support you in creating an onboarding process that welcomes and values all employees.
Are you ready to make your onboarding process more accessible and set your neurodivergent employees up for success? or simply want to continue the conversation, and talk to our HR recruitment team about what you are currently doing with your inclusion process?
Contact:
Dee Fletcher
Divisional Manager – HR & Marketing
07769 399974
dee.fletcher@cherryprofessional.co.uk