Neurodivergent individuals often possess unique skills and perspectives that can be valuable in international business, including problem solving and creative thinking. However, the nature of neurodiversity also means that they may face specific challenges in communication, sensory issues, and adapting to new environments or routines.
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
Start by raising awareness about neurodiversity among your global mobility teams. Ensure that they understand common neurodivergent conditions, their potential strengths, and the challenges neurodivergent employees might face during international assignments. This is important to do before any international assignments, so that everyone is prepared and comfortable before making the move.
2. Tailor assignment planning
Recognise that neurodivergent employees may have specific preferences and requirements for their international assignments. Work closely with assignees to tailor trips to their needs, considering factors such as destination, role, and duration.
3. Conduct pre-assignment training with neurodiverse assignees
Offer comprehensive pre-assignment training to any neurodiverse employees before their international assignments. This should include information about the host country's culture, work environment, and social norms, to make sure that they are as informed as possible before diving into an unfamiliar environment. During these sessions, be sure to address any potential challenges and provide coping strategies for those who might find it challenging.
4. Communication support
It’s essential to provide clear and detailed communication throughout the entire assignment process. Neurodivergent employees may also benefit from written instructions and schedules to better suit their needs.
5. Be mindful of sensory considerations
It’s important to understand the sensory sensitivities that some neurodivergent people may have during their international assignments. For example, when choosing housing for your assignees, consider factors like noise levels, lighting, and access to quiet spaces. It may also help to be aware of temperature and humidity conditions, as these can contribute to sensory discomfort.
6. Create and maintain support networks
Establish support networks or resource groups for neurodivergent employees, both in their home country and at any new international locations. You could also collate a list of local support networks outside of work, for neurodiverse employees to feel more at home. These networks can provide valuable guidance and a sense of community, particularly important when away from home.
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.
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