It’s time to rethink how organisations support neurodivergent employees

Neurodivergent employees bring specific advantages to the workplace but also require thoughtful support.

Neurodivergent people form a very significant part of society and therefore the workplace, with latest estimates suggesting that 1 in 7 people are neurodivergent, with a significant proportion experiencing more than one neurodivergent condition.

Neurodiversity is a term for the natural variation across human brain and cognitive function. At the most basic level, it is an expression for the way that two individuals may approach or view a concept or problem in different ways.

Recent years have seen a significantly improved awareness of neurodivergent conditions such as Autism Spectrum Disorder (ASD), Dyslexia, and Attention Deficit Hyperactivity Disorder (ADHD), as well as lesser known conditions such as Dyscalculia and Dyspraxia.

There are many unique gifts that neurodivergent individuals can bring, such as attention to detail, innovative thinking, ability to “hyperfocus” on a task, problem solving, and excellent recall/memory.

Importantly, neuroatypical people can be less influenced by socially-driven biases, and therefore more able to see a situation clearly.

Some of the traits experienced however, can create challenges. These could include a short attention span, impulsiveness, anxiety around new or unexpected situations, finding it difficult to communicate, and sensitivity to noise or light.

The strengths and challenges experienced can vary significantly even across the same condition – what is needed to feel comfortable and supported will vary from person to person.

Employees may well be “masking” – hiding parts of their neurodivergent traits in order to fit in better. This can cause feelings of exhaustion and isolation – they are not bringing their whole self to work.

As a result, their mental health and overall wellbeing can be significantly impacted.

How should employers respond?

There is a range of ways that employers can ensure they are maintaining a diverse workforce and supporting their neurodivergent employees. You may consider the following aspects initially, many of which are at no or little cost.

Review your recruitment approach: Avoid jargon and be clear on which skills are essential and which are desirable. Mention neurodivergence when referring to disability, and make it clear that candidates can ask for reasonable adjustments. Ensure that interviewers avoid making assumptions based on body language or social behaviour.
Train line managers and educate colleagues: Empower line managers to effectively support neurodivergent team members. Educating colleagues can also have a huge positive impact in reducing stigma and stopping neurodivergent colleagues feel that they need to mask. There are several organisations (for example The Diversity Trust and Thrive) which can offer training.
Make reasonable adjustments: Ensure you are proactive in discussing reasonable adjustments with employees, such as working location, using headphones or earplugs, regular breaks etc. ACAS offers a guide with suggestions. The key is to ensure that you are communicating with the employee to find out what works best for their unique needs.
Establish colleague groups: Larger organisations may want to consider establishing a staff network for neurodivergence, to provide space for neurodivergent colleagues to connect. This can assist with removing stigma, establishing a sense of community, and improving employee engagement.
Offer tools and software: Assistive tools and software can increase confidence, autonomy, and the productivity of neurodiverse employees. Voice to text software, literacy support tools, and mind mapping tools can provide valuable support to those struggling with dyslexia, for example.
Promote existing resources: Existing benefits, such as an employee assistance programmes, flexible working policies, health cash plans, occupational health services, and mindfulness and wellbeing apps, may already be in place and available to employees, so reframing these benefits through the lens of neurodivergent support can increase engagement and make these existing benefits more accessible to employees.
Put benefits in place: Many employers are choosing to add private assessment and diagnosis for neurodivergence via their healthcare benefits. In some situations, this can avoid a years-long NHS wait. Diagnosis can help an individual to gain access to support, as well as to better understand how to navigate their condition, and what approaches, support, and potentially medication, may help them mitigate any challenges they are experiencing.