Understanding Neurodiversity in the workplace

Neurodiversity describes the different thinking styles that affect how people communicate with the world around them and includes autism, ADHD, dyslexia, dyspraxia, dyscalculia and tourettes. Given that up to 20% of the adult population may be diagnosed as neurodivergent,  a significant percentage of your workforce may require additional support. Whilst the workplace has come a long way in supporting those that may need help through ED&I strategies, often they do not encompass supporting the neurodiverse community.

However, it is also important to note that alongside any support required, the neurodiverse community can also provide a wealth of benefits to your business.  By creating roles that align with the strengths of neurodivergent employees and minimizing potential barriers, businesses can benefit from a highly  productive and inclusive work environment. 

Neurodivergent employees often contribute uniquely valuable skills and perspectives. These individuals often possess unique skills and strengths that can benefit the workplace. Whilst being wary of making mass generalisations, it can be helpful to consider some more well known examples where this is the case, such as, individuals with an ADHD diagnosis may be able to hyperfocus on tasks, while others with autism may benefit from having strong attention to detail and pattern recognition skills, and so on.  By the same token, it’s important to recognise that whilst no two neurotypical people have the same skills, working styles or behaviours, the same goes for neurodivergent people and the support strategies employed need to also reflect this. 

Strategies for supporting neurodiversity in the workplace

So, how can businesses support their neurodivergent workforce?

1. First of all, speak with the people you want to help. As indicated earlier in the article, there is no “one size fits all” approach and each person will require different levels and methods of support. By adopting an open conversation among line between managers and reportees, it helps to foster an environment where people are provided with a psychological safe  environment, ensuring everyone within the team knows they are able to be honest about their needs. 
2. Securing leadership buy-in should not be underestimated. Engaging with leaders within the business to facilitate open and transparent discussions about neurodiversity, creating that all important “safe space” for all employees, will not only normalise conversations around potential additional support needed, but will also empower people to ask for help when needed. 
3. Sometimes, it might be necessary to seek appropriate counsel from experts in neurodiversity to further understand how you and your business can best support and serve your workforce.  Collaborating with community groups, such as government agencies, charities, and educational institutions, will provide you with additional resources and ensure your support is backed by research and formal expertise. Additionally, the provision of expert-led training for all employees, from the top down, will help to build further awareness and understanding of what it means to be neurodivergent and how they can contribute to fostering an inclusive environment. 
4. Provision of sensory issues should also be considered in accommodating such challenges along with other related needs. This could be in the form of noise cancelling headphones, privacy rooms and flexibility in the working day to ensure that you provide a working environment that allows those with neurodivergence conditions to thrive in the workplace. 
5. Unsurprisingly  the recruitment process can also play a significant role in ensuring your business remains inclusive when it comes to neurodivergent applicants. This can include an Equity, Diversity, and Inclusion statement within job adverts, welcoming applications from all backgrounds, and stating that you are happy to discuss any reasonable adjustments required, consequently reassuring those that may need additional support. Make sure that any special accommodations aren’t just adopted upon the commencement of work, but consider asking if they are needed at the interview stage to fully reassure prospective candidates. 

A robust neurodiversity program not only supports neurodivergent employees but also fosters a more inclusive, innovative, and effective workplace. At bpesearch, we’re committed to promoting diversity and we are working hard to improve the landscape for our colleagues, candidates and clients. If you would like a confidential conversation around your hiring practices, feel free to get in touch with a member of the team by contacting us at info@bpesearch.com.