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During Neurodiversity Celebration Week at EPAM, employees from different regions and backgrounds came together to learn about and celebrate the many ways people think, process and work. With over 60+ colleagues tuning in from offices around the globe including the UK and Ireland, Poland, Ukraine, Belarus and Spain. The week was filled with fireside chats, informative presentations, and workshops which highlighted the importance of understanding and supporting neurodiverse colleagues. Neurodiversity includes people who are autistic, those who have ADHD, dyslexia, dyspraxia, stutters, or other cognitive differences. These differences can bring unique strengths to a team.
One key message from the week was that people who are neurodiverse often see the world in their own way. For example, some autistic people like to have all the details before they start a task. They may ask many questions to make sure they understand the problem. This can take more time at the start, and maybe even frustrate some, but it often leads to better outcomes and more accurate results. Some neurodiverse people are very good at spotting patterns or finding mistakes. One speaker shared how this skill helped them succeed in quality assurance roles.
The events also explored some of the challenges neurodiverse people face at work. Communication can be difficult, as some people may take things literally or need extra time to process information. Many neurodiverse employees feel pressure to hide their differences, which is called masking. Masking can be highly cognitively demanding, so working from home can help reduce this load on people and allow them to be themselves. As one speaker shared, with time and the right environment, neurodiverse individuals may learn to unmask and present their true selves. Inclusive and understanding workplaces can help to make this possible.
There are other hidden mental workloads that neurodiverse people may carry. Everyday tasks can take more effort. Sensory processing issues can make busy offices hard to handle. Loud noises, bright lights, and strong smells can be overwhelming, so it helps when colleagues show understanding and compassion. One story shared during the week was about a colleague who noticed someone was struggling and stepped in to help before things got worse. These small acts of kindness can make a big difference.
Managers play a big role in creating a supportive workplace, and it benefits everyone to help people work in a way that aligns with their strengths. For some, this might mean some uninterrupted time free from distractions where they can hyper focus on the task in hand. For others, it might mean using tools to help with spelling and grammar. Giving people the flexibility to work in their preferred style and trusting them to do their work can help everyone succeed. A neuroinclusive workplace is one where adjustments are made so that all employees can do their best, and it doesn’t just help neurodiverse people. It benefits the whole team.
Hiring practices also matter. Standard interviews and tests may not show what neurodiverse candidates can really do, so companies should look for ways to let people show their abilities in different ways. This can open the door to more talent and new ideas.
The week also included a session focused on parents and families. People shared their experiences of what it is like to grow up in a neurodiverse family, which again highlighted that what may seem easy for some can be very hard for others. Education and training about neurodiversity can help families, as well as teams, support each other better.
Many of the speakers felt particularly grateful that EPAM has been a supportive environment for them to thrive in, but were also keenly aware that this is not something which can be taken for granted, and is not the norm. Other workplaces may see supporting neurodiversity as something discretionary. But when workplaces value different ways of thinking, everyone benefits. Teams become stronger and more creative.
The message from the week was clear: ask yourself if someone thinks the same way you do. If not, try to learn from them. By being open and flexible, we can build workplaces (and a world) where everyone has a chance to shine.
