Strategies for championing neurodiversity in the workplace
It’s estimated that one in seven people are neurodivergent – and these individuals can bring unique skills and talents to any business.
There are benefits to building neurodiverse teams for all businesses.
“Having a varied team which includes people who are neurodiverse means that an organisation’s workforce better reflects the demographic of their customer base,” says Dr Naomi Humber, Clinical Psychologist and Head of Mental Wellbeing at Bupa.
Different conditions that are common when we talk about neurodiversity:
- Autism affects communication, social interaction and behaviour.
- Attention deficit hyperactivity disorder (ADHD) affects functions such as attention and concentration, and behaviour such as impulsivity.
- Dyspraxia is about difficulties with physical coordination.
- Dyslexia is about difficulty reading and interpreting words, symbols, and letters.
Says Dr Humber: “People who are neurodiverse bring a lot to an organisation and they’re a real asset to the business. They can have impressive attention to detail, amazing energy levels, real focus in terms of certain tasks that they perform.”
Supporting neurodiversity in the workplace
Traditional working practices are designed for ‘neurotypical’ people, which can make it difficult for neurodiverse individuals to thrive in the workplace.
Supporting neurodivergent employees is becoming increasingly important in the challenge to retain and recruit top talent.
Dr Humber says: “It’s important to get to know the individual and understand their challenges, their strengths, their skills, their uniqueness.
“Communicating is really important. That means understanding how you are communicating with people, whether that’s written, verbal or visual forms of communication. Think about the phrasing you’re using when you discuss things.
For instance, people with autism might struggle to understand if someone is being sarcastic, or is using hypothetical scenarios or metaphors, because they tend to be very literal.
“People with ADHD will struggle if you are describing something in great detail that’s quite complex over a period of time. So, you might want to give them some written instructions that they can take away and refer back to, if needed.”
Build a neurodiverse friendly office
Adjusting working patterns and ways of working can make a huge difference to individuals.
“Open plan offices are often an issue for neurodiverse individuals because they can be an assault on our senses, with bright lights, hustle and bustle, and hot-desking.
“There are a lot of things that go on in a busy office which can make it difficult for someone who is neurodiverse to be productive and successful,” says Dr Humber.
“Think about changes to the working environment, such as adjusting the lighting, standing desks, noise-cancelling headphones, quiet zones, and dedicated workspaces which can help reduce anxiety.
“Technology can also help, such as speech-to-text and text-to-speech tools, daily planners, and mind-mapping software.”
However, the stigma around neurodiversity is still an issue. Research from the Institute of Leadership & Management points to some of the barriers forward-thinking employers need to address to reap a neurodiversity dividend.
Says Dr Humber: “It’s essential to promote awareness and understanding in the workplace, and embed an empathetic and person-led culture that supports and champions neurodiversity.”
Neurodiversity Celebration Week takes place from March 18-24 and is an opportunity to understand and support neurodiversity in your business.
For guidance and support for line managers and your business, read Bupa’s Neurodiversity Celebration Week 2024 – Business toolkit. You can also find out more about Bupa’s Neurodiversity Benefit.
In partnership with Bupa
Bupa's purpose is helping people live longer, healthier, happier lives and making a better world.
