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Neuroinclusive Onboarding

Writer's picture: Hayley Brackley Hayley Brackley

Updated: Oct 11, 2024

Onboarding refers to the process of integrating new employees into your business when they start. Onboarding often sets the tone for how employees feel in the job including their sense of belonging and their confidence to perform effectively.


How do you ensure that every colleague who joins feels welcomed and ready to get started in their role? We're explore neuroinclusive onboarding in depth below.


Where to start with neuroinclusive onboarding


Begin with a personal welcome before the start date, let them know that the team is looking forward to having them onboard. Offer an opportunity to come and meet the team prior to starting, but also reassure them that if they are concentrating on finishing up a current role, there is no obligation. This could be a great opportunity to send them a goodie bag of your companies merch!


Creating a customised onboarding plan


Check in with your new colleague and ask them questions:


  • How would they like the onboarding process to work

  • How do they learn best?

  • Do they love structure?

  • Who would they like to meet first?


Provide an onboarding plan that outlines what the new hire can expect in their first days, weeks, and months. Include timelines, training sessions, and milestones to help them navigate their new role with confidence and let them know what flexibility is built in.


neuroinclusive onboarding - new manager welcome a new employee

Check in regularly with your new hires


Early in the onboarding process, revisit any discussions about workplace adjustments or support needs. Whether it's flexible working hours, specific software tools, or environmental adjustments, ensure these are in place or in progress as they start. Ask what will help them to have a great first day.


Regular Training Sessions


Offer regular training sessions for all employees on neurodiversity, inclusivity, and unconscious bias. This initiative ensures that everyone is equipped to contribute to an inclusive workplace, fostering a supportive environment for all.


Assign a Buddy or Mentor


Pairing the new hire with a more experienced team member can provide them with a go-to person for questions and support, facilitating a smoother integration into the team and company culture. Give clarity on what the buddy can help with, what HR can help with, and what the manager can help with. If possible, offer this prior to the start date.


Getting the first day right


Make sure there is someone to greet them, or have a first virtual call with them – let them know what the plan is. Have PPE, tech and equipment ready. Arrange for someone to have lunch with them as an option, but also give an option to have some quiet time.


Schedule regular one-on-one check-ins between the new colleague and their manager. These sessions are crucial for discussing progress, addressing any concerns, and reinforcing their value to the team. Collaborate to ascertain their feedback preferences.


neurodiversity at work - Inclusive onboarding - nervous employee


Diversify for different ways of learning


Ensure that all training materials and sessions are accessible and consider different learning needs and preferences. This might include providing written materials, video content, and interactive sessions to cater to a diverse set of preferences. Some colleagues learn best by doing, or having an opportunity to talk through written materials.


Create an open culture


Create an environment where questions are welcomed, and feedback is openly shared. This helps new hires feel comfortable voicing their thoughts and contributes to a culture of continuous improvement.


Share details of internal support networks


Make new hires aware of any internal support networks, employee resource groups, or external resources available to them. Knowing there's a community they can turn to can be incredibly reassuring.


Recognition and celebrating achievements


Recognise and celebrate the achievements of new colleagues early on, and regularly. This not only boosts confidence but also reinforces their feeling of belonging and contribution to the team.


neuroinclusive onboarding process which promotes collaboration


Implement diverse feedback mechanisms


Implement diverse feedback mechanisms that cater to different communication styles and preferences, allowing employees to share their thoughts on the inclusivity of the workplace. It may be beneficial to have a mechanism that allows for anonymous feedback.

Onboarding is just the beginning of the journey. Maintain an ongoing dialogue about the new colleague's development, career aspirations, and how you can support their growth within the company.


Support with neuroinclusive onboarding


If you'd like support from a neurodiversity coach who understands the intricacies of hiring a neurodiverse team then get in touch.


Hayley Brackley is a neurodiversity coach, trainer and keynote speaker and she's on a mission mission to transform workplaces through the power of neuroinclusion.


Reach out for a chat about your plans or to discuss neurodiversity live learning sessions:



Hayley Brackley neuroinclusion specialist



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