Embracing neurodiversity in the workplace
It is estimated that around one in seven people in the UK (over 15 per cent) are neurodivergent. Neurodivergence is an umbrella term used to describe alternative thinking styles such as dyslexia, developmental co-ordination disorder (dyspraxia), dyscalculia, autism, Tourette’s and attention deficit hyperactivity disorder (ADHD).
Neurodivergent people may have a protected characteristic of disability under section 6 of the Equality Act 2010 where their condition or ‘the impairment has a substantial and long-term adverse effect on’ the person’s ‘ability to carry out normal day-to-day activities.’ However, many neurodivergent people do not think of their neurodivergences as disabilities or disorders. In the right context, these differences mean people can offer unique perspectives and powerful contributions to organisations.
The benefits of employing neurodivergent people
Employing neurodivergent people has significant benefits to individuals and employers alike. This includes:
- Reduced employee turnover - through creating inclusive and accessible organisations.
- Access to a wider talent pool - in a competitive recruitment market.
- Enhanced service design - helps organisations design services that better reflect and serve their diverse patients, clients and communities.
- Creative and motivated workforces - neurodivergent individuals are often hardworking, highly motivated and possess exceptional creative thinking and problem-solving abilities, which can significantly enhance team dynamics and performance.
By recognising and valuing the unique contributions of neurodivergent individuals, organisations can build stronger, more innovative, and inclusive teams.
Neurodiversity, as with all forms of diversity, is valuable within a team, as people from different backgrounds all have different experiences, perspectives and skill sets.
Top tips for supporting neurodivergent staff in their roles
Below are some tips to consider, to better support your neurodivergent staff and to become a neuroinclusive organisation:
Use positive language
Many neurodivergent people see their neurodivergence as a fundamental part of who they are, so it’s important to use positive language. If you are referring to a particular person or group, ask people how they would prefer to be described.
Hold open conversations
Learn how staff like to work and accomplish tasks through open conversations. Record details of working and communication preferences and workplace adjustments in an NHS health passport. Note that their needs can change over time and these conversations need to be ongoing.
Promote neurodiversity awareness
Aim for a culture where people are aware of neurodiversity in teams and be willing to discuss different working preferences. Running neurodiversity awareness training sessions can help.
Demonstrate leadership advocacy
This can include senior leaders speaking or blogging about neurodiversity in the organisation and being open about their own lived experience.
Engage with your staff networks
Listen to the views of neurodivergent staff. Staff networks are a key mechanism for driving meaningful change and making a difference, as well as empowering people with the opportunity to grow personally and professionally.
Create psychological safety
Foster an environment of psychological safety, so neurodivergent staff feel able to ask for what they need and speak up when something is not inclusive.
Develop inclusive working practices
Consider ways of working that are supportive for all employees, for example flexible, home and hybrid working and providing ample notice for meetings, which allow some neurodivergent employees to get support without sharing their condition.
Evaluate your recruitment process
Ensure that your processes are accessible for neurodivergent colleagues. For example, you should make it clear that applicants can ask for adjustments, ensure interviewers are trained on neurodiversity awareness and provide the interview questions in advance.
Review your career progression, talent development and job evaluation schemes
Many neurodivergent people report missing out on opportunities for development due to feeling like they don’t fit an ideal of what senior staff believe a leader would look like.
Train managers
Ensure they have the skills to support neurodivergent staff.
Consider developing a neurodiversity policy
This will ensure that you have consistent standards throughout your organisation.
Create a sensory-friendly workplace
Help neurodivergent staff feel more comfortable. This may include the creation of quiet spaces, provision of noise-cancelling headphones, lighting that can be adjusted and the reduction of strong smells.
Access further information and resources
- Listen to this podcast and hear from North East Ambulance Service and the Employers Network for Equality and Inclusion about how to support staff with hidden disabilities.
- Find out how you can support people with learning disabilities into the workplace through supported internships.
- Watch our video and webinar recording to understand and support staff with a hidden disability in the workplace.
- Use this guidance from the Equality, Diversity and Inclusion Group (EDIG) to build disability inclusive workplaces.
- Read about Dr Marion Norbrook’s SAS career and how neurodiversity has shaped this.
- Access this guide from CIPD on neuroinclusion at work.
- Use this ACAS guide to understanding neurodiversity and find tips on how to become neuroinclusive.
- Visit the Royal College of Nursing’s neurodiversity guidance hub to access peer support and access advice.
- Read resources published by neurodiversity specialists, Lexxic Consulting.
- Find out more about autism in women and girls and access resources from the Autistic Girls Network.
- Access resources from Texthelp to help create an inclusive environment where neurodiverse talent can thrive.
- Visit the National Autism Society’s website to improve your understanding and access a wealth of information.
