Global mobility, which involves sending employees abroad for either short-term or long-term projects, is a popular practice for today’s businesses. As organisations expand globally, it's important to ensure that their global mobility programmes are inclusive and supportive of all employees, including those who are neurodivergent.
Neurodiversity includes a wide range of conditions, including autism, ADHD, dyslexia or dyspraxia, and mental health conditions. It's important that, no matter what their background, your employees feel comfortable and supported when venturing into new territories. Here’s how to ensure that your organisation supports this growth.
Understanding neurodiversity in employees
How to better support neurodiverse employees in global mobility
1. Raise awareness across the organisation
2. Tailor assignment planning
3. Conduct pre-assignment training with neurodiverse assignees
4. Communication support
5. Be mindful of sensory considerations
6. Create and maintain support networks
7. Encourage open feedback and evaluation
Gather regular feedback from neurodivergent employees about their international assignments – how their experience has been, challenges they have faced, and what they would improve on. Use this feedback to refine and improve global mobility programs regularly.
By better supporting neurodivergent employees in global mobility programs, organisations can grow and evolve, while encouraging their employees to do the same.