By: Allyson Hollingsworth, MHA, CPRP-DEI

Every person has a different approach to listening, learning, and working. Having different thought processes, different backgrounds, and different ways of communicating is essential in the workplace. When we talk about diversity, equity and inclusion in the workplace, many people immediately think about diversity in race, age, or gender. Today, I would like to talk about diversity in thought and information processing and how to make sure we are inclusive to everyone.

For the first 17 years of my life, I did not know that I had ADHD. I knew that I was not like all my classmates and teammates and that I processed information differently. However, I thought it was my fault and that I just needed to try harder. At the time, people were not aware of how ADHD can present in various ways, so it was assumed that I did not have it. After receiving my diagnosis, I panicked and thought my dreams might be unreachable because of it. Over the next few months, I learned more about how people receive and process information, as well as how these differences can lead to some amazing successes in life. There are amazing people who have had success and are navigating the world with ADHD, such as Simone Biles, Albert Einstein, Bill Gates, Michael Jordan, and more.

There are barriers to achieving this success and actions we take each day can make it easier for people to overcome those barriers. It is important to remember that when you are communicating with others, you may be giving them the same message, but it may need to be delivered differently. Clear and personalized communication benefits everyone, especially those who may be neurodiverse.

Some strategies to clarify your communication and help accommodate the neurodiverse population include:
1. Reflect on the appropriate method of communication. There are multiple methods of communication, and while a text message might be great for one person, a meeting might be better for another. People feel supported and heard if you ask what their preferred method of communication is.
2. Identify your purpose or call to action. With this communication, what are you trying to accomplish? Is it informative or is there a task that needs to be completed? Clearly identifying the call to action or purpose and highlighting that early in the communication can help people know what to keep in mind when reviewing the information.
3. Provide written deadlines and expectations. Even if you initially have a phone conversation with someone, following up with written deadlines, expectations, and instructions can help ensure that everyone is working towards the same goal and timeline.
4. Reduce stigma. Many people with ADHD struggle with whether they should disclose their diagnosis in the workplace out of fear it could lead to stigma and discrimination. You can work to promote a sense of inclusivity and openness within your workplace.

It is essential as working professionals, but also as those in healthcare and recruitment, that we increase our inclusivity and promote diversity in thought.