Supporting neurodiversity in the workplace and creating a neuro-inclusive workplace

Sam Hernandez, EW Group Leadership and Neurodiversity Consultant, explains what neurodiversity in the workplace is, how organisations can support neurodiversity at work and create a culture that is neuro-inclusive.

Increasingly, many people around the world identify as neurodivergent, with diagnoses on the rise. The Journal of Child Psychology and Psychiatry reported a 787% increase in the two decades between 1998 and 2018 in people diagnosed with Autism. And it is not just diagnoses of children that are on the rise, adult diagnoses have also increased.

Alongside this, awareness of neurodiversity is increasing both in society and in the workplace, and there is a growing understanding of the benefits neurodivergent individuals can bring to teams and the workplace. There have also been a number of technological advances which mean there are more assistive technologies and support available for neurodivergent students and staff.

So how can organisations and leaders raise awareness of neurodiversity and create a neuro-inclusive workplace?

QUICK LINKS

• What is neurodiversity?
• Why does neurodiversity awareness matter?
• The benefits of neurodiversity in the workplace
• Neurodiversity and the law: Organisation’s legal obligations
• Eight tips for supporting neurodiversity in the workplace
• Promoting neurodiversity in your workplace

What is neurodiversity?

The word ‘neurodivergent’ was coined by sociologist Judy Singer in 1997:

“Neurodiversity refers to the virtually infinite neuro-cognitive variability within Earth’s human population.  It points to the fact that every human has a unique nervous system with a unique combination of abilities and needs.”

Neurodiversity describes the various ways the brain can function and process information. It comprises neurotypical brains – those that function in the way society expects them to – and neurodivergent brains, which work differently to the cognitive ‘norm’. It is estimated that 15-20% of the population are neurodivergent. Famous figures with conditions such as ADHD include:

• Michael Phelps was diagnosed with ADHD in elementary school, and his mother introduced him to swimming to deal with his symptoms. He won 28 Olympic swimming medals (23 gold!) and became the most decorated Olympian of all time.
• Elon Musk has Asperger’s and has publicly discussed how this affected his childhood and way of thinking. He has gone on to become a successful entrepreneur founding numerous businesses.
• Simone Biles admits to taking medicine for ADHD since she was a child. She won the hearts of Americans with her 2016 gymnastics performance, where she won gold in the individual all-around, vault, and floor routines.
• Tim Burton, the famous filmmaker and screenwriter, has Autism which he attributes his creativity to.
• Loyle Carner is a British singer and recording artist who couldn’t figure out why he was such a rambunctious kid. Eventually, he was diagnosed with ADHD and dyslexia. He now believes that ADHD fuels his creativity and has made him a superpower as a singer and entertainer.

Whilst the term neurodiversity was originally used to describe Autistic individuals, its usage has broadened to include many other different abilities such as ADHD, Autism, Dyspraxia, Dyslexia, Dyscalculia, Dysgraphia, and Tourette’s syndrome. They’re diagnostic labels used to explain the diverse ways of thinking, learning, processing and behaving.

Scientific advances help us to understand these cognitive differences better, whilst role models are breaking the social stigma surrounding these differences in how our brains function and process information.

The BBC has been supporting awareness of neurodiversity with the creation of a selection of documentaries “BBC – Celebrating Neurodiversity” to highlight 2023’s neurodiversity celebration week. One of the most recent TV shows was “Paddy and Christine McGuinness – Our family and Autism”. The episode follows the family and their three Autistic children as they meet other parents, experts and people on the Autism spectrum.

“Of course, there are challenges, and there are really difficult times. But we wanted to show autism as it is for our family. We didn’t want it all doom and gloom, because I think there’s a stigma with autism anyway, that we want to change.”

Christine McGuiness

Why does neurodiversity awareness matter?

“If you’ve met one neurodivergent person, then you’ve met one neurodivergent person.”

According to research by The National Autistic Society (NAS) more than one in 100 people in the UK are currently living with autism, yet the ONS found only 22% of adults with autism are in any kind of employment. With neurodiversity affecting an increasing number of people, it is crucial society and workplaces increase their awareness of how best to support neurodivergent colleagues and create an inclusive culture where they are respected and valued.

• 4.4% of the US’ adult population is estimated to have ADHD, and another 2.2% ASD. In the UK, it is estimated approximately 700,000 adults and children are Autistic.
• Just 22% of Autistic people are in employment within the UK, reported the Office for National Statistics
• Autism affects all ethnic and socioeconomic groups, but minority groups tend to be diagnosed later and less often.
• At least one in 17 people are thought to be Dyspraxic and 1 in 10 people in the UK are thought to be Dyslexic.
• A 2023 Equal Tech report found 87% of digital leaders surveyed believe that neurodiversity will be a top priority for their companies in 2023.
• Employers surveyed by the US Job Accommodation Network reported that up to 59% of common adjustments for neurodiverse colleagues cost nothing.
• The CIPD reported 72% of the UK’s employers do not include neurodiversity in their diversity policies.

PROMOTE AWARENESS OF NEURODIVERSITY WITHIN YOUR TEAMS →

The benefits of neurodiversity in the workplace

With these trends in mind, leaders and organisations can help take the lead by taking proactive steps to support neurodiversity in the workplace. By doing so and engaging with its neurodiverse colleagues, organisations can also benefit from a vast assortment of perspectives and different ways of thinking in business. Improved memory, lateral thinking and problem-solving are many benefits neurodiverse employees can bring to organisations, in addition to:

• Creativity and innovation
• Lateral thinking
• Strategic analysis
• Strong problem-solving and spatial reasoning capabilities
• Increased attention to detail
• Information processing advantage

A neurodiverse workforce is increasingly seen as an advantage to organisations. A 2021 report by JPMorgan Chase found that neurodivergent employees could be up to 140% more productive than neurotypical colleagues, and many private sector organisations are actively seeking out neurodivergent employees to drive improvement, innovation and growth in their organisations.

Having a neurodiverse workforce can bring talent, perspective and skills that may not be achieved from neurotypical employees alone, thus, providing companies with a competitive edge that brings both financial and cultural benefits.

Neurodiversity and the law: Organisation’s legal obligations

Besides doing the right thing and helping harness the benefits discussed above, there is also a legal imperative for organisations to be inclusive and to make reasonable adjustments.

In the UK, under the Equality Act 2010 a disabled person is defined as a person who has a physical or mental impairment, and that impairment has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. Some of your neurodivergent staff may meet these conditions, meaning it is illegal to discriminate against them under the Act, and it’s required that reasonable adjustments are made where required to support the individual.

In addition, the Autism Act 2009 aims to improve working conditions for people with Autism and is an acknowledgement that Autistic people face specific problems in being understood and supported. Since 2009, England has come a long way: adult Autism diagnosis services are now accessible in almost every area of England and there are specific commissioners on autism in almost every council.

Eight tips for supporting neurodiversity in the workplace

It is extremely important to remember that every individual is unique, and no one should be defined by their neurodivergence. Remember, although some behaviours or characteristics are common for some neuro divergences, we should avoid making assumptions as these will vary from person to person and may change over time.

Get to know the individual by learning more about their neurodivergence so you can understand how best to support them. Ask them to describe the conditions and support that will allow them to work at their best. What does that look like or feel like? How do they like to receive or process information?

Everyone learns and processes information and data differently and, by adopting an inquisitive and individualistic approach to this, everyone, not just those who are neurodivergent, will be able to thrive and do their best work. The support required will naturally depend on the individual, their job role and the organisation, but the tips below can be extremely useful.

Remember, you should always get permission from neurodivergent employees before making adjustments to their working practices or disclosing their condition to anyone else.

1. Provide clear expectations

Providing clear expectations will help neurodivergent employees understand how to navigate the workplace and avoid unnecessary stress caused by lack of clarity. Points to consider include:

• Be explicit about expectations of the role
• Make job descriptions simple, accurate and very clear
• Explain the etiquette and unwritten rules of the workplace
• Clarify the adaptations made in the work environment and create a jargon handbook to help staff integrate and thrive
• Provide information on the work environment prior to the first day

2. Rethink the recruitment process

Ensuring your recruitment and hiring practices are inclusive is crucial. Some steps organisations can take include:

• Training your managers in inclusive Recruitment and Selection best practice
• Focusing on skills-based hiring or job-based tasks
• Sharing a sample of questions in advance
• Asking applicants what they need and accommodating different needs by adjusting the interview/assessment process appropriately
• Making it clear that you are an equal-opportunity employer and create an approachable environment that facilitates dialogue with the candidate so you can understand what they need as an individual.

ELIMINATE BIAS FROM YOUR RECRUITMENT AND SELECTION PROCESSES →

3. Communicate clearly

Some individuals with neurodivergence have difficulty holding conversations or take idioms or expressions literally, so it is important to consider this in your communication. Rhetorical questions, sarcasm, metaphors, allegories and irony can be equally difficult for them to understand. Some useful tips include:

• Avoiding corporate jargon and acronyms. Rhetorical questions, sarcasm, metaphors, allegories and irony may also be difficult for them to understand.
• Using direct language and say exactly what you mean. Ask specific questions, structure your instructions, and allow enough time to process what you’re saying.
• Providing onboarding materials in a range of formats. For example, clearly documenting training materials and instructions in audio and visual formats may work better for someone with dyslexia than traditional writing.

For further help and guidance, head over to our Policy Review services to improve your policies and procedures towards aspects including neurodiversity at work.

4. Ensure the work environment is well-structured

Traditional workspaces are often designed with the needs of a neurotypical society in mind. However bright lighting, lots of noise and interruptions in a busy office may feel overstimulating for some neurodivergent employees. While group work in a loud area may make it harder for some people to focus. If your employee finds this challenging, you could try:

• Investing in adjustable lighting or desk lamps
• Using partitions, room dividers, noise-cancelling headphones or providing a larger personal working space
• Posting clear instructions next to office equipment
• Providing highlighter pens, sticky notes, whiteboards, lockers and boxes to help with memory and organisation.

It might also help to have specific quiet zones in your workplace that are available for all employees to use when they need them. This can help to create a supportive space while preventing neurodivergent individuals from feeling singled out.

5. Ways of working

Neurodiverse employees may have preferences for differing ways of working. For example, many people with Autism prefer to spend time on their own and they might need a space at work where they can go to be alone. People with ASD can find it hard to plan ahead so may need additional support in this area. They may also find it difficult to cope with change and many find relief in sticking to a routine. Some useful tips include:

• Working with your neurodiverse staff to prioritise activities, organising tasks into a timetable for daily, weekly and monthly activities, and breaking larger tasks into small steps.
• Providing specific information about start and finish times and help staff get into a routine with breaks and lunches. Some people with ADHD may find static or repetitive work challenging. So, they might work best in a diverse role, where they can take regular breaks and work flexible hours or can work from home.

6. Regularly review performance

It is important that there is clarity and clear communication around performance for all employees, but particularly your neurodiverse colleagues. Some key tips include:

• Hold brief and frequent one-to-one meetings with the employee to discuss and review performance
• Closely monitor changes in performance
• Give honest, precise, constructive and consistent feedback
• Explain tactfully but clearly any areas for development and set out exactly what they should do instead
• Give positive feedback wherever appropriate

7. Provide reassurance in stressful situations and plan for changes

Change can be unsettling and difficult for all of us. In addition, no matter how well we plan, mistakes and unforeseen challenges often arise but it is important to recognise change and stressful situations can be particularly challenging for neurodivergent individuals.

• Provide information about any changes to the workplace or tasks well in advance.
• Give concrete solutions to likely situations – e.g. by explaining “If the colour printer breaks, use the one on the red break-out area on the second floor”.
• Reassure them that some situations are largely inevitable – e.g. if they arrive late due to transport delays or other factors, this is not a problem.
• Create a buddy system so they can access a compassionate colleague if they are feeling stressed, anxious or confused.

This step is key for building an Inclusive Culture within your organisation.

8. Assistive technology

Assistive Technology (AT) can help remove some of the barriers in the workplace (listed above such as Procrastination, Spelling, reading and writing, Organisation, planning and/or maintaining a schedule, vision and hearing) for some neurodivergent employees and support them in carrying out their role. Some examples of AT you can invest in that might help neurodivergent employees to feel more supported in the workplace include:

• Speech-to-text software
• Text-to-speech software
• Mind-mapping software
• Digital Voice Recorder
• Daily planner
• Screen overlay
• Dual-screens
• Screen Magnifiers
• Hearing solutions
• Standing desks and other ergonomic equipment

Promoting neurodiversity in your workplace

With an increased awareness of what neurodiversity is, how to best work with and engage with neurodivergent team members, and the reasonable cultural and physical adjustments that may be required, more people with neurodiversity could find and/or stay in work. We all have a part to play.

If you think that your organisation would benefit from raising awareness of neurodiversity at work, get in touch to explore how we can support you. With over three decades of experience building inclusive workplaces, the EW Group is also part of the eQS Group, which has been providing disability and mental health support for over 15 years. With this additional knowledge, we can help signpost you to other organisations and support and funding such as Access to Work.