5 benefits of recognising and supporting neurodiversity
Neurodiversity has gained increasing recognition in recent years as an important part of improving diversity within organisations.
Up to 15% of the global population are believed to be neurodivergent. Neurodivergence refers to specific types of differences from the way most people think and experience the world, including autism, ADHD, dyslexia and more.
The neurodivergent community often encounters challenges in finding and maintaining employment due to many factors including a lack of awareness and understanding among employers about neurodivergence, leading to biases when hiring.
Traditional workplace structures and procedures might not always accommodate the special requirements and preferences of neurodivergent people, which can make it more difficult for them to function at their peak.
Obstacles can also be caused by differences in communication styles, social interaction styles and sensory processing differences. It’s crucial for businesses to understand and address these issues, modify procedures and offer accommodations to create a more welcoming and inclusive work environment for all employees.
Recognising and supporting neurodivergence in the workplace brings benefits for all employees, including:
1. Unleashing uniqueness
Neurodivergence includes a broad spectrum of different thinking and processing styles, each with its strengths and viewpoints. In jobs like quality assurance, data analysis and software testing, for example, autistic people can excel in pattern identification, attention to detail and problem solving. Embracing neurodivergence allows for a multitude of new insights and approaches, which can enhance innovation.
2. Fostering a more inclusive workplace
An organisation’s dedication and commitment to valuing neurodiversity conveys a strong message of inclusivity. When individuals’ distinctive abilities are recognised and celebrated, employees – regardless of their own unique thinking and processing styles – feel valued and respected. As well as assisting staff retention, an inclusive environment also draws in customers or potential employees who may otherwise pass over a business that does not value neurodiversity.
3. Enhancing employee wellbeing
Valuing neurodiversity at work has a significant impact on wellbeing. People are more likely to enjoy job satisfaction, reduced stress levels and higher morale when they are given the freedom to be themselves and the resources and accommodations they require. As a result, absenteeism is likely to fall and there will be a positive impact on mental health and wellbeing.
4. Increasing productivity
Neurodivergence can dramatically increase an organisation’s productivity. Companies can harness special talents by understanding how their neurodivergent employees function best and providing the support they need to thrive.
Neurodivergent people perform better when their work environment can be flexible according to their needs. Individualised support and focused training to increase colleagues’ understanding of neurodiversity benefits the business through higher effectiveness and productivity. Acceptance and accommodations for everyone can ensure all employees perform their best.
5. Tapping a talent pool
The ability to draw from a talent pool that is frequently under-used and underserved is one of the most important benefits of recognising and fostering neurodivergence in the workplace.
Neurodivergent people often bring unique skills and talents that are valuable to any business. Seeking out and employing neurodivergent people can give a company access to a wider range of skills and abilities, giving it a competitive edge in the market and improving the overall representation of the neurodivergent community in employment.
Employers must comply with the Equality Act 2010 and Public Sector Equality Duty to create an inclusive and fair working environment. Recognising and supporting neurodiversity and neurodivergence in the workplace in the UK is not only a legal requirement but an ethical imperative.
Employers could consider offering neurodiversity assessments to promote identification and understanding of neurodivergence in the workplace as not all employees will disclose this information.
With neurodiversity assessments, employers and coworkers can gain a better understanding and tailor support to meet the needs of each employee. These can include reasonable adjustments like flexible working, alternative communication methods or specialised training.
Employers in the UK can get guidance and advice from the Advisory, Conciliation and Arbitration Service on how to promote neurodiversity while fostering diversity and inclusion and complying with legal requirements.
Embracing and supporting neurodiversity and neurodivergence paves the way for a brighter, fairer and more diverse workforce where everyone feels comfortable to be their authentic self and sees themselves fairly represented across all sectors.
Supplied by REBA Associate Member, Spectrum Life
Supporting 4m+ lives in the corporate, education and insurance sectors with our health & wellbeing solutions.”
