Wed 19 Jun 2024
Promoting neurodiversity in the workplace sends a message of respect and inclusion to all employees, creating a more positive and supportive work environment for everyone
By Dods Events Diversity & Inclusion
One of the key challenges to supporting neurodivergent staff in the workplace is the need for more understanding and awareness of neurodiverse conditions. Neurodiversity refers to the natural variation in human neurological development and functioning, including conditions such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), and dyslexia, to name a few. These conditions can result in a range of different cognitive abilities and differences in behaviour.
“You probably can’t tell by looking at me, but my brain works very differently to yours,” wrote Catherine Bean, a Fast Stream social researcher at the Office for National Statistics, in this blog, noting how difficult it is for people to recognise someone with a neurodiverse condition. “If you were to meet me, you’d probably notice that I’m short and my hair is in a bob. You might notice that I don’t often make eye contact. But you won’t see that I’m also extremely sensitive to bright lights and loud noises, I often miss conversational cues, and I’m hopeless at reading body language. Like around 700,000 people in the UK, I am autistic,” she said.
Her testimony is an example of why people may think they don’t know or haven’t met someone with a neurodivergent condition. It also highlights that a lack of awareness can lead to stereotypes and misconceptions about what it means to be neurodivergent. This lack of understanding leads to discrimination, exclusion, and barriers to employment for neurodivergent individuals. Hence, there needs to be more accommodations and support for neurodivergent staff.
Some neurodivergent individuals may require accommodations, such as flexible work hours or a quiet workspace, to perform their best. However, employers need to be made aware of these needs, which can be challenging because not every neurodiverse individual is aware of their condition. As new NHS data has revealed, more than 140,000 people were waiting for an autism assessment in England in December 2022. This is a 40% increase in the number of people waiting in just one year.
A cultural and organisational shift
Addressing these challenges can help organisations prevent feelings of isolation and frustration in neurodivergent individuals, which can negatively impact their job performance and overall well-being.
While managing neurodivergent staff members can bring organisational challenges, it can also be a rewarding experience for both the manager and the employee. Embracing neurodiversity at work requires a significant cultural and organisational shift, which takes time and effort to achieve.
Traditional workplace practices and expectations may not be suitable for neurodivergent individuals. For example, organisations prioritise collaboration and socialisation, which can be challenging for individuals with social anxiety or difficulty with communication.
On the other hand, having strict schedules and deadlines can be challenging for individuals with ADHD or executive function disorders. These individuals may require more flexible schedules or support with time management to be successful.
Communication is key
The stigma surrounding these conditions leads to a lack of disclosure about neurodivergent conditions in the workplace. Neurodivergent individuals fear facing discrimination or negative attitudes from their colleagues or managers, which can be demotivating and damaging to their mental health. As individuals fear being stigmatised or discriminated against, this lack of disclosure can make it difficult for employers to provide the necessary accommodations and support they need.
Employers may also see the cost of accommodations and support for neurodivergent individuals as a challenge. For example, providing accommodations such as assistive technology, specialised training, or modified workspaces can be expensive, and employers may hesitate to invest in these resources. However, not providing these accommodations can be even more costly, as it can lead to decreased productivity, increased turnover, and potential legal liabilities.
Despite these challenges, there are strategies that employers can use to support neurodiversity in the workplace.
Embracing neurodiversity
In the UK, there have been advances in the adoption of neurodiversity at work, and one notable development is the increasing number of organisations that are actively recruiting and supporting neurodivergent employees.
For example, the Government Communications Headquarters, the UK government intelligence agency commonly known as GCHQ, launched a Neurodiverse Hiring Programme in 2019, aiming to recruit individuals with autism, dyslexia, and other neurological differences for a range of roles.
In the private sector, Microsoft, EY, JP Morgan Chase, and the BBC are some of the organisations with neurodiversity recruitment programmes. These initiatives tap into the unique strengths and perspectives that neurodivergent individuals can bring to the workplace, such as attention to detail, creativity, and problem-solving skills.
There is also a growing movement towards creating a more inclusive work environment for neurodivergent employees. Flexible working arrangements, quiet spaces for concentration, and the provision of assistive technology and tools, are some of the initiatives in place.
Organisations across the public and private sectors are also introducing neurodiversity-focused employee networks and affinity groups, which provide a supportive community for neurodivergent employees and help to raise awareness of neurodiversity more broadly.
The adoption of neurodiversity at work in the UK is still in its early stages, but there are clear signs of progress. By learning how to create an inclusive environment and providing appropriate accommodations, organisations can tap into the full potential of their neurodiverse talent, leading to greater productivity, job satisfaction, and retention rates. Ultimately, promoting neurodiversity in the workplace sends a message of respect and inclusion to all employees, creating a more positive and supportive work environment for everyone.
The online conference Neurodiversity at Work, Thinking Differently & Supporting Unique Talents, will take place on 5 December this year, with a line-up of expert speakers, providing insight into different forms of neurodiversity and the unique attributes associated with each.
Through workshops, case studies, and personal perspectives, you will gain the understanding needed to create a neurodiverse workplace that enables your staff and organisation to thrive.
Click here to secure your place.
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