Sunday is World Autism Acceptance Day. It’s a day for spreading awareness and increasing acceptance, particularly around neurodiversity in the workplace.
Celebrating neurodiversity in the workplace will ultimately lead to diversity of thought when it comes to new ideas. To make internal messages inclusive, organisations are increasingly creating employee communications that support neurodiversity – and although there is much more to do, this is an incredibly positive step.
How do you do that?
There’s no one-size-fits-all approach as every organisation and their employees is unique, but we think one of the most important ways you can start to learn about others is by asking the right questions.
Be curious
Your people are your biggest asset when it comes to figuring out how best to communicate with them. As our awareness of neurodiversity in the workplace increases, so do your opportunities to gain feedback on what works (and what doesn’t!) for them.
Educate others
Awareness is the key to creating a culture of acceptance and understanding. Think about how you can build education into your employee communications strategy, so that colleagues understand each other’s needs and preferred ways of working.
Articulate clearly
Think about the language you use in your employee communications. For example, many people living with autism, often say they find ambiguity (and waffle) hard to follow. You’d be surprised at how much of both can end up in both your written and verbal interactions with colleagues.
Could your employee communications be more inclusive? Let our expert copywriters save you some time.
