Daniella is a creative and imaginative team member who sees opportunities everywhere and contributes with fresh solutions. At the same time, she struggles to prioritize and get started on tasks. The open-plan office quickly drains her energy, and when the sensory input becomes overwhelming, she feels stressed and has difficulty concentrating — despite her strong drive. Yet few have asked what she needs to reach her full potential.
Hannes is a meticulous problem-solver with a unique ability to notice details and think outside the box. He can hyper-focus on his projects and push them forward with precision, but communication with colleagues is a challenge. Misunderstandings arise when he speaks too directly or misses social cues, occasionally causing frustration within the team. His insights are valuable, but without the right support, his ideas don’t always gain traction.
This is what everyday work life can look like for someone with a neurodevelopmental disorder (NPF). NPF is an umbrella term for diagnoses that affect how the brain processes information, regulates emotions, and controls behavior. The most well-known NPF diagnoses are ADHD and Autism, though others also exist.
Awareness of NPF has grown, and more and more employers are recognizing the importance of inclusive workplaces. The goal is to harness everyone’s strengths and ensure that both individuals and teams thrive and perform at their best. Moreover, occupational health and safety legislation requires that working conditions be adapted to people’s physical and psychological needs.
Below are some general recommendations to help you create the right conditions for everyone on your team.
Be proactive – Foster a safe and open workplace culture
När medarbetare känner sig trygga att vara sig själva är de mer benägna att dela sin diagnos – ett första steg för att erbjuda rätt stöd och anpassningar. Fokusera på deras styrkor och anpassa arbetsmiljön så att de kan blomstra.
Start a dialogue and learn about the diagnosis
To better understand an employee’s needs and challenges, start by initiating a dialogue. Ask open-ended questions such as:
How do you feel the work environment is functioning for you right now?
How are you experiencing your current tasks? Is there anything we could structure differently?
What contributes most to helping you feel focused and productive during the workday?
How do you feel about planning and prioritizing your tasks?
What is important to you in your interactions with others at work?
Based on the responses, you – together with the organization – can explore potential adjustments to support the employee’s responsibilities and create a more inclusive and supportive work environment.
Setting aside just one hour to learn more about the diagnosis can significantly improve your ability to support your employees. If you have a fellow manager who has experience working with employees with neurodevelopmental conditions, speak with them and learn from their insights.
How to support your employees with clarity and structure
Reducing Ambiguity Benefits Everyone – Especially Employees with NPF:
Make information clear and easily accessible.
Share concise meeting agendas with just a few key points.
Provide supportive tools such as noise-cancelling headphones, privacy screens, and a designated workspace.
Ongoing dialogue benefits all employees, but it is especially important for individuals with NPF during times of change, such as new routines or organizational restructuring.
As a manager, you play a crucial role in fostering a safe and inclusive work environment—one where employees with neurodevelopmental diagnoses not only feel comfortable but also thrive. In such a workplace, and with the right support, Daniella can drive projects forward with her innovative ideas, and Hannes can contribute with solutions no one else would have seen.
