In recent years, neurodiversity has gained significant and needed attention and awareness in the workplace. Neurodiversity refers to the natural variation in how individuals’ brains are wired, encompassing conditions like autism, ADHD, dyslexia, dyspraxia, and more. Rather than viewing these as disorders or disabilities, neurodiversity encourages us to see the unique perspectives that can enhance a workplace when effectively supported and valued.
Why Neurodiversity Matters
Creating a neurodiverse workplace is not just a moral or ethical choice but a strategic one. Neurodivergent individuals bring valuable skills and unique problem-solving approaches. For instance, people with autism often excel at recognising patterns and paying attention to detail. Whereas those with ADHD can bring high levels of creativity and energy to brainstorming sessions. By embracing neurodiversity, companies can gain a broader range of perspectives, leading to enhanced innovation and productivity.
Common Barriers to Inclusion
Despite the benefits, neurodivergent individuals often face barriers to employment. These include tradition hiring practices that may unintentionally exclude them, such as interviews that emphasise eye contact and quick, verbal responses can be challenging for some neurodivergent candidates.
A workplace that is a rigid environment or has a lack of flexibility can create stress, which can hinder the success of neurodivergent employees.
Fostering a Neurodiverse-Friendly Environment
To foster a neurodiverse-friendly workplace, start with inclusive hiring practices that prioritise skills over social performance. Once hired, provide reasonable adjustments to support neurodivergent employee’s comfort and focus. Educate managers and staff on neurodiversity to build an inclusive culture, and encourage open communication so employees feel safe disclosing their needs. These steps help create a supportive environment where neurodivergent individuals feel valued and can thrive.
The Business Case for Neurodiversity
Studies have shown that companies with neurodiverse teams benefit from increased innovation, problem solving capacity, and improved morale. Embracing neurodiversity encourages all employees to feel valued for their unique contributions, fostering a stronger, more cohesive workforce. It also sends a powerful message to clients and stakeholders that the company is forward-thinking, inclusive and committed to maximising potential.
The legal part
Some neurodivergent conditions are classified as a disability. As such, this means that neurodivergent employees are more than likely to be protected under the Equality Act 2010. This therefore means that Companies have a duty to ensure that they are making reasonable adjustments at work for neurodivergent individuals. Failing to do this, could lead to claims of discrimination, potentially resulting in costly legal proceedings and damage to the Company’s reputation.
Who to contact for support
When you learn than an employee is neurodivergent, there are several professionals and resources that can help ensure appropriate support and accommodations are provided:
- Neurodivergent experts: Providing real life knowledge, support and training to employers and individuals.
- HR Consultants and Employment Solicitors: We can guide you on best practices, reasonable adjustments, and legal obligations to ensure compliance and support for the neurodivergent employee.
- Occupational Health Advisors: They can assess the specific needs of the employee and recommend adjustments to help them thrive in their role.
- Mental Health or Disability Charities: Organisations such as these can offer resources, training and support services for employers, including workshops and information materials.
- Access to Work: This program can offer funding and guidance for adjustments in the workplace. This may include financial support for equipment, job coaching or training (https://www.gov.uk/access-to-work).
If you are an employer exploring neurodiversity and strategies to increase diversity in the workplace or find yourself struggling to support an employee, please get in touch with a member of the ViewHR team.
