How Employers Can Embrace Neurodiversity at Work

There has been a sharp rise in the number of adults being diagnosed with neurodiversity conditions in the UK. Whether this is due to improved understanding of the brain, increased awareness and acceptance in the media or changes to lifestyles. It is now estimated that 15% of the population are neurodiverse, however we know that there will be many people living without a diagnosis or even aware of the fact that their brain is working differently to the majority of others.

Neurodiversity is used to explain the unique ways that different people’s brains work. Being Neurodivergent means that your brain may work differently from the average or ‘neurotypical’ brain. There are a lot of misconceptions when it comes to neurodiversity, and it is still a relatively new concept which is developing all the time.

Autism, ADHD, Tourette’s and dyslexia are included under the broad term of neurodiversity but there are also numerous lesser-known disorders which can greatly impact how someone processes information, learns, behaves and functions throughout their working day.

There is often a spectrum of different severities and neurodiversity can affect people in very different ways. Some people will be able to live and work without facing any major issues, whereas others will be faced with challenges that greatly impact on their day-to-day life and wellbeing.

Why is it Important that Employers are Aware of Neurodiversity?

Employers do not need to become experts, however it is important that employers have some degree of knowledge of the topic of neurological differences so that they understand how their workforce might be affected and how they can best support them as and when required.

Most businesses recognise the case for diversity at work. Welcoming people from a variety of backgrounds and cultures who can offer different viewpoints and work to their strengths will create an inclusive workplace that performs better. Given that neurodivergent people literally ‘think differently’ this can be an incredibly valuable pool of talent for any business.

Given the prevalence of neurodivergence overall in the UK, it is highly likely that your customers, clients, suppliers and any other stakeholders in your business are neurodivergent in some way. Having a good understanding, training your staff and making adaptations where possible could also help your business to be more neurodiverse friendly.

What Should Employers Have on Their Radar?

Employers of all shapes and sizes should make sure that neurodiversity is on their agenda to learn more about and ensure that they assess whether their businesses are currently doing enough to support and benefit from employing a diverse group of employees.

Given the rising diagnosis levels and the introduction of people now ‘self-diagnosing’ themselves with information easily found online, it is important that workplaces understand what the impact of neurodiversity could have on their business and its employees.

• Legal Obligations

Some of your neurodivergent employees may be protected under the Equality Act 2010 which means that you have a legal obligation to ensure that they are not discriminated against and that reasonable adjustments are made in the workplace. All employees must be treated fairly when it comes to promotion, training, recognition and opportunities in the workplace.

• Reaching Full Potential

When a workforce feels the ability to unmask and be their true, authentic selves, then they will thrive and develop in their careers. Employers should want their teams to feel comfortable to bring their full selves to work and they too can benefit from a happy, loyal workforce.

• Culture

Workplaces should have an understanding and accepting culture that accepts people from all different backgrounds and walks of life. It is important that managers can harbour a culture where people are safe from bullying, judgement or confrontation, but also one where employees feel able to speak to their managers about issues they experience or how their condition might be impacting them at work.

• Recruitment

All too often, capable neurodivergent individuals will get lost in the hiring process or feel unable to apply for certain jobs, excluding them from the workplace. Consider how your recruitment process can attract a more diverse group of individuals and also support anyone with more complex needs through the application and interview process.

• Awareness Training

Understanding neurodiversity is the first step, so providing your managers or your entire workforce with some training can help them to understand how neurodiverse minds work, raise awareness and give an idea on how to manage and collaborate. There are many companies or charities who offer a webinar or information that can be shared with staff, or if you wanted to go one step further you could put on an in-person training session with a professional speaker on the topic.

• Updating Your Policies and Procedures

From time to time your HR suite of documents will need reviewing or updating. It would be worthwhile making sure that all of your communications – including your website, marketing materials, staff policies, job descriptions etc use positive and inclusive language. You may wish to include additional sections on neurodiversity in some of your office policies or handbooks given the rising awareness.

• Offer Support

Each neurodiverse employee may have their own struggles or challenges which can impact on their mental health. Employers should ensure that they are signposting all employees to mental health support and have an open culture to talking about issues. Most employers will not have the specialist knowledge or tools to assist with every issue that crops up, but they must be able to point them in the best direction. Consider appointing a Mental Health first aider, if you don’t already have one or appointing mentors for your staff to give them a different avenue of communication.

What Can Employers do to Help Support Neurodivergent Workers?

It is important to realise that no two people are alike, and whilst some of the blanket terms, such as ‘autistic’ or ‘dyslexic’ are helpful in our understanding, often people are inaccurately stereotyped and what might be true for one person, could be completely different to another.

It is better to approach support on a one-to-one basis to identify what needs or issues can be addressed to help that employee carry out their role and thrive at work rather than a ‘one-size-fits-all’ approach.

However, with many people still feeling uncomfortable talking about their conditions at work, awaiting a formal diagnosis or unaware of any differences in their brain to other people, here are some ideas on how you can make your workplace more neurodivergent friendly:

• Clear Communication

Everyone processes information differently, but those who have neurodiverse condition may be faced with challenges in the workplace due to the way in which training or communication is delivered. For example, many workplaces rely on mass emails to communicate updates, changes or issue tasks as it is a quick and practical way to distribute information. Whilst this might work on the whole, someone with a condition such as dyslexia, may find this a daunting and confusing method of communication which is fired at them all day, every day. Try to keep emails and documents short, concise and use formatting that will help get your message across clearly. Consider different ways you can deliver information such as meetings, phone calls, Teams Calls, bulletins or the number of different software programmes that are now available.

• Consider Your Interviews and Onboarding Process

Interviews typically tend to be lots of quickfire questions that require candidates to think on the spot. Whilst some of your more traditional interview questions can be prepared for in advance, it might be worth considering some different interview styles. You could ask candidates to prepare answers to questions before hand, giving them headspace to consider their responses or you could ask candidate to speak about themselves or talk you through their CV. Provide them with clear communication about how the interview or recruitment process will work, ideally giving timescales, details of who they will meet and what to expect. If you include tests or medical questionnaires as part of your recruitment process then you should ensure that these are inclusive too. The onboarding process usually involves lots of reading, paperwork, training and meeting of people which can be overwhelming for anyone, not just those who are neurodivergent. Consider how you can break this process down to make it more manageable. Make sure that your workplace desk assessment is inclusive so that you can quickly identify and rectify any issues right from the start of employment.

• Be Flexible

Since the Covid-19 pandemic and national lockdowns, many workplaces have adopted a more flexible working structure which can be useful but also challenging for different people. Consider how different employees will cope with flexible working structures. For example, someone with Tourette’s or tics may feel more comfortable working from home on days when their tics are particularly troublesome. However, someone with other conditions may rely on the structure and formalities of working from the same desk or workspace each day and hot-desking or working from home may prove very challenging to them.

• Sensory Environment

Whilst some employees thrive in a little bit of chaos, indulging in chit-chat in an open plan office whilst listening to the radio in the background – this could be a nightmare for employees with acute sensory sensitivity. Often office lighting can be too bright or harsh, particularly if you have the fluorescent bulbs that also give off a sound. Try to provide natural light as much as possible or replace your bulbs for LED natural light panels. Noise is part and parcel of most workplaces, but you could consider having quiet areas such as on trains and in libraries for employees who need to focus. If quiet areas are not feasible then noise cancelling headphones could be an alternative.

• Instructions and Directions

Employees with dyspraxia could benefit from instructions or manuals being available near photocopiers, devices and machinery. This is likely to be useful for all employees but think about the format that these take. Picture diagrams, laminated sheets etc. may be more practical.

• Alternative Formats

Companies have a large suite of written materials for employees to read and be aware of. From your staff handbook, to all your policies and procedures and newsletters. Lengthy pages of text can be very difficult to read through for some people, so it might be worth considering if you can re-format these when you next review them. For example, some could be made into a video, an audio book, infographics or a PowerPoint presentation that many of your employees would find easier to digest.

Managing Neurodiverse Employees

Managing members of staff who are neurodiverse may feel daunting, however, getting the know the employee and recognising their strengths and weaknesses will be one of the most effective ways that you can be a supportive manager. Just as you should with any member of staff.

For best practice:

1. Ensure that you have an open door policy and are available to listen to their concerns.
2. Make sure that any reasonable adjustments are made promptly so that they feel supported and able to carry out their role without delays.
3. Be considered with your communication. Think about your tone of voice, body language, avoid using sarcasm or confusing statements. Keep written communication short and to the point. Consider using different means of communication.
4. Learn what their strong points and challenges are and ensure that their role compliments these as much as possible.
5. Ensure that they are understood, respected and included amongst their colleagues.

Don’t be afraid to ask for help. If someone you manage has more complex needs that you don’t fully understand, then it would be best to seek advice from a professional or have assessments made so that you can facilitate and support them in the best way.

Attracting & Recruiting Neurodiverse Staff

There are many reasons that workplaces may wish to increase the number of neurodivergent employees to improve their employee diversity. Often people with certain ‘disorders’ or ‘conditions’ are known for their struggles or limitations, however it is important to know both sides of the coin, as there are often strengths that neurodivergent people have which can be valuable assets in the workplace.

Whilst people will bring different qualities into the workplace depending on the type of neurodiversity they have and the extent to which it impacts them, one thing applicable to all neurodivergent is that they have the ability to overcome challenges in a world that is shaped for neurotypicals.

For example, some common strengths of people with autism at work could include; problem solving, analytical thinking, logical thinking, the ability to focus for long periods of time, the ability to assimilate and retain detailed information and punctuality. Some common strengths of people with dyslexia can include; creativity, inventiveness, the ability to spot patterns in data, the ability to view the bigger picture, reasoning skills and being more comfortable with risk taking.

Those with ADHD are well known for their entrepreneurial spirit as they tend to be comfortable pushing boundaries, dealing with uncertainty and taking risks. They can also be creative problem solvers and given the right environment can hyper focus on tasks that stimulate them.

Ensure that you job adverts and job descriptions are inclusive, clearly written and appealing for someone from all walks of life to apply for.

Employment Law Advice

If you are in need of further assistance with supporting neurodiversity in your workplace or require help with any other HR or employment law matters, then please get in touch with our friendly team of experts.

Whether you need some diversity, discrimination or management training for your team, a review of your contracts, policies and handbooks, or assistance with a dispute in the workplace, then our team can help you in a variety of ways suitable for your budget.

Please call 01256 844888, email enquiries@lambbrooks.com or speak to our online chat assistant at any time of day.