Just like fingerprints, no two brains are alike. Scientists have discovered highly specific patterns of brain activity unique to each person, showing a remarkable consistency. These findings suggest new ways in which brain activity varies from individual to individual. The way we think, process information, and perceive the world is just as distinctive as the ridges that form our fingerprints. Neurodivergence, too, represents one of these unique patterns.
As we move towards a society in which Diversity, Equity, Inclusion and Belonging (DEIB), are of the utmost importance, it’s time for leaders to place more focus on building an environment that values and supports a diverse way of thinking, starting with their own team.
In this blog, we’ll share the importance of hiring a neurodiverse workforce and the practical strategies on supporting neurodivergent employees.
What is Neurodiversity?
So, what exactly does it mean if a person identifies as ‘neurodivergent’? Neurodiversity refers to natural variations in the human brain, where some individuals process, learn, and behave differently from what is considered average or ‘neurotypical’. Being neurodivergent also means having unique strengths as well as distinct challenges compared to neurotypical individuals.
Some Examples of Neurodiversity Include:
- Autism
- ADHD
- Dysgraphia
- Dyslexia
- Dyspraxia
- Dyscalculia
- Epilepsy
- Tourette syndrome
- Obsessive Compulsive Disorder (OCD)
- Long-term mental health conditions such as Bipolar Disorder
Neurodiversity in the Workplace
Though it might not be glaringly obvious, you can find neurodiversity in every workplace. Don’t believe us? Just ask NHS Employers, who found that as many as ‘1 in 7 workers are neurodivergent.’ And yet, many go overlooked on a daily basis: ‘a significant number of businesses [are] failing to meet the needs of a wide range of staff.’
According to a recent survey by the Chartered Institute of Personnel and Development (CIPD), ‘more than half of neurodivergent workers perceive a lack of support from both their broader organisation (52%) and immediate team (54%) to address neurodiversity topics.’
Employers must take responsibility for educating themselves and implementing structures to support neurodiverse employees; it is not the employee’s burden. Ignoring this can lead to missed talent, higher attrition rates, and potential discrimination claims. Under the Equality Act 2010, some neurodivergent individuals may qualify as having a disability, defined as a “physical or mental impairment with substantial, long-term adverse effects on day-to-day activities.”
Promoting inclusivity isn’t just ethical; it’s essential! Having a diverse workforce is key to the progression and development of any organisation.
What Neurodiverse Employees Can Bring to the Team
Neurodiverse employees contribute exceptional talents and skills that can redefine the way teams approach tasks and solve problems. Their strengths often go unrecognised in traditional, neurotypical settings, but when embraced, these abilities can drive tangible success. Some of the unique strengths neurodiverse individuals bring to the table include:
- Creative problem-solving & bringing unique perspectives: Innovative, unconventional approaches with diverse viewpoints.
- Attention to detail & analytical thinking: High accuracy and exceptional reasoning.
- Strong focus and persistence: Intense focus leading to high productivity, particularly on tasks of interest.
- Adaptability & flexibility: Resilience and the ability to overcome challenges.
- Specialised skills or interests: Expertise in niche areas.
- Commitment to routine & consistency: Reliability in structured environments.
- Optimism, empathy and team support: Sensitivity to team dynamics, cultivating stronger relationships and bringing optimism to the workplace.
How to Support Neurodiversity in the Workplace
Supporting neurodiverse employees is not just a moral obligation; it’s a business development opportunity that drives DEIB, innovation, and resilience. Yet, research from the CIPD reveals a significant gap: only 31% of managers and 45% of HR professionals actively address neurodiversity within their organisations.
This underscores the urgent need for greater awareness and action. So, how can employers lead the way in supporting neurodiverse team members?
1) Review Your Hiring Process
When reviewing your company’s DEIB efforts, it’s good to start from the very beginning: the recruitment process. The folks at Forbes say: ‘hiring teams should be particularly aware of any biases they may hold against neurodiverse candidates during the interview process and implement measures to ensure fair and inclusive hiring practices.’
Several effective strategies for accessible recruitment include encouraging neurodivergent individuals to apply, providing reasonable adjustments for all candidates prior to interviews, and ensuring job adverts and descriptions are clear and accessible. It’s also crucial to train hiring managers on how to implement these adjustments, cultivating a more inclusive and supportive recruitment process.
2) Create a Safe and Supportive Workplace
One of the most common experiences shared by neurodivergent employees is that they quite often feel misunderstood or left out. Nearly a third of neurodivergent employees opt not to disclose their neurodivergence to management or HR personnel, with hesitation rooted in concerns about facing stereotypical judgments (37%) and scepticism regarding their organisation’s empathy or ability to offer appropriate accommodations (18%).
To establish a truly accepting environment, employers should promote a culture where employees feel supported and valued by both leadership and their peers. This can be achieved by applying emotional intelligence, encouraging open dialogue, and ensuring that feedback flows in all directions. It’s crucial to make employees feel heard by actively listening and responding to their concerns.
Additionally, group settings can be overwhelming for neurodivergent individuals, so it’s important to offer alternative opportunities, such as 360-degree reviews and surveys, to ensure they can contribute meaningfully and are not unintentionally overlooked.
3) Improve Your Workplace Accessibility
Now let’s talk about your office environment. Many neurodivergent individuals struggle with sensory stimuli. Think bright lights, overcrowded desks and loud machinery.
Small changes such as replacing any distracting, flickering lights with adjustable dimmer switches can make the world of difference in improving the accessibility of your office. You could also create sound-proof “quiet zones” for neurodivergent employees to retreat to when things get a little overwhelming, or when they simply need to focus. If space is limited noise-cancelling headphones can help employees manage overstimulation.
Consider incorporating assistive technology like text-to-speech, speech-to-text, and predictive text software. Task management tools such as Asana, Trello, and Monday.com can further improve accessibility by helping neurodivergent employees stay organised and on top of tasks, deadlines, and priorities. These tools provide clarity and structure, which can alleviate stress and improve overall productivity.
Incorporating reasonable adjustments are a simple yet highly effective way to show your employees that both their wellbeing and professional development is highly valued.
4) Brush Up on Training
One of the biggest blockers in the lack of awareness around neurodiversity is due to employers and employees not having the right training. The CIPD found that just 3 out of 10 (30%) employers have provided education and raised awareness about neurodiversity for all staff in the past 2 years.
To bridge this gap, consider hosting a training session on how to acknowledge and protect neurodiversity in the workplace. You could even look into a collaborative workshop or forum for teammates that are keen to learn more. If you’re not sure where to start, there are plenty of resources online, or you could hire an external company to support you.
For those interested in self-directed learning, Theo Smith and Professor Amanda Kirby’s award-winning book, Neurodiversity at Work: Drive Innovation, Performance and Productivity with a Neurodiverse Workforce, serves as a practical guide. It explains what neurodiversity is, why it matters, and the benefits it brings. As an employer, investing time in educating yourself is a crucial step toward creating a supportive workplace.
5) Wellbeing Support
Supporting the wellbeing of neurodiverse employees is key to cultivating a supportive and thriving workplace. Flexible work arrangements, such as remote work options or commuting during off-peak hours, can significantly reduce stress and sensory overload. Allowing employees to take short, agreed-upon breaks throughout the day also helps them manage their energy and maintain focus more effectively.
Offering access to mentors, scheduling regular check-ins, and conducting more frequent performance reviews can provide meaningful feedback and help establish SMART goals tailored to individual strengths and needs. Additionally, mental health tools like Talkspace, BetterHelp, and Headspace offer accessible, confidential support to promote overall wellness.
By making these thoughtful adjustments, you can improve both employee wellbeing, and engagement, building an environment where neurodiverse individuals feel valued and empowered to succeed.
6) Make Use of Employee Feedback and Surveys
Here at emPerform, we know how important direct feedback is. So, when in doubt, ask your employees what they feel would be beneficial for them! Use ongoing feedback and surveys to understand what your team value the most and give them the support they really need.
Afterward, follow up with upward feedback to assess what worked well and identify areas for immediate improvement. This approach ensures that future initiatives are even more impactful. Every day’s a school day!
Advantages of Championing Neurodiverse Team Members for Organisations
Aside from making your neurodiverse team members feel valued and appreciated (which should be a no-brainer), you may just unlock a whole host of other benefits for your organisation, such as:
- Enhanced problem-solving
- Increased employee productivity
- Stronger teamwork and deeper colleague bonds
- Boosted innovation and creativity
- Reduced employee absenteeism
- Higher employee retention
- Improved reputation for DEIB (Diversity, Equity, Inclusion, and Belonging)
- Attraction of new, often overlooked talent
Why is it Important that Employers Support Neurodivergent Staff?
According to the CIPD the worrying ‘lack of awareness and understanding of neurodiversity means it has rarely been considered in the design of workplace processes, management practices, environments or in the way work is organised.’ So, not only are neurodiverse team members feeling unsupported – and in some cases, marginalised – in their place of work, but some individuals may not even have a chance in securing a role in the first place.
In 2023, it was reported that a shocking 30-40% of UK neurodiverse adults were unemployed, which is 8 times the rate of people without a disability. Just because an individual’s brain works a little differently, doesn’t mean they aren’t suitable for a role. On the contrary, having different types of brains on your team is a very powerful tool, enabling you to tap into different ways of thinking.
As an employer, this means that you could be missing out on incredible talent by not offering a supportive and inclusive environment. To be a good leader, you should be aspiring to build a workplace culture that helps every individual (including both existing and prospective employees) thrive.
Whilst DEIB in the workplace has made significant progress in recent years, we still have a long way to go in building a truly supportive and positive company culture that protects all employees; including neurodivergent ones.
If you’re keen to create a workplace that truly supports neurodivergent employees, explore how adding emPerform to your HR Toolkit can help. Our solutions enable your business to conduct inclusive, structured, and results-oriented performance reviews tailored to the unique strengths and needs of all team members, promoting a culture where everyone can thrive.
Book a FREE demo today or contact us for any advice on performance management.
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