#4 – Neurodiversity in the workplace
Key points:
- Defining neurodiversity
Neurodiversity is the concept that:
a) we are all different and unique, and
b) we should embrace and celebrate those differences.There’s still a stigma around “neurodiversity”, so having conversations and being open in the workplace helps to educate everyone. If those conversations seem daunting, then consider having an external person come into the workplace to facilitate those discussions.
Neurodivergent individuals tend to experience, learn, communicate and process information in different ways. We need to accept that there is no ‘right’ way of thinking, learning and behaving. As such, we should not view these differences negatively. Neurodivergent people have different strengths and challenges from those who are neurotypical.
Examples of neurodivergent conditions include autism, attention deficit hyperactivity disorder (ADHD), dyslexia and dyspraxia, amongst others. An individual may have a combination of these conditions.
- What does neurodiversity mean to you in the workplace?
It is estimated that around 1 in 7 people in the UK are neurodivergent. The statistic of 15% is approximate as many people have not been professionally diagnosed hence the number could be much higher.
It is important that your organisation’s workforce is representative of the community and beyond. As such, it would be reasonable to expect that you would employ someone who is neurodivergent, just as you would employ staff from a wide range of backgrounds to create an inclusive and diverse workforce.
- How we can adapt our processes and environment?Some organisations are getting it right. The key here is education – knowledge is power so the more we know then we are more equipped to help effectively.
Employees do not have to disclose if they are neurodivergent but it’s important to understand that even if someone doesn’t have this diagnosis it doesn’t mean that they don’t need the help/tools to work effectively. Neurodivergent people view things differently, they may take a slightly longer time to absorb information, but they see the bigger picture very clearly. In general, they are extremely good at carrying out tasks and instructions, bear in mind that stress triggers are lower in neurodivergent people so it’s important to consider this when delegating tasks.
Policies, processes and procedures are necessary in the workplace; however, they can be overwhelming for neurodivergent employees. Consider how processes are introduced so as not to overload an individual. A video learning concept could be an option to be more inclusive with different learning styles.
The first day at work and induction processes can be daunting for anyone, ask for feedback on your current processes from existing staff and adapt so that it is less overwhelming. An example might be that you change the expectation that a new starter must be introduced to all the existing departments and teams in the first day, which would be complete overload.
Leadership
Last year, Forbes carried out research around leadership styles and the outcome was that the most important leadership quality is empathy. If a manager can’t metaphorically stand in another’s shoes and see things from their perspective, then they can’t possibly understand how they feel in the workplace.
Management
Regular 1:1s are key and general ‘touch points’ throughout the day are important to check on employees’ wellbeing. This may seem all basic stuff but it’s even more important with neurodivergent employees. Honesty and authenticity are core values for neurodivergent individuals and this garners loyalty. If their values align with a line manager/organisation, then they feel a deep sense of connection and ultimately their work performance will improve. By creating a ‘safe’ environment, neurodivergent employees may feel able to talk about their needs and this offers the opportunity to invest in their career journey.
Inclusivity
Businesses need to adapt to ensure that healthy inclusive practices are embedded in the culture of the organisation. It’s important not to label people with preconceived ideas about their behaviours. Companies need to tread carefully in educating staff not to separate people but encourage bringing everyone together. Every individual has something to offer and that’s what makes a rounded and balanced team. Diversity can make us stronger and benefits the wider workforce.
Surroundings
We discussed the importance of ensuring your workplace is suitable for all employees. An example of this might be open plan offices which are currently very on trend. For a neurotypical person they may thrive in the ‘buzz’ of this environment however for someone who is neurodivergent it represents a sensory overload and can be completely overwhelming.
If you have an open plan office, consider break out rooms/pods so that employees can take time out from the open plan workspace. Headphones can be controversial but for someone who is neurodivergent they can be essential because of workplace overload which can then paralyse an individual. Earphones to help them to cope with ‘zoning’ out of the office chatter. This idea might not fit with an organisation’s culture however it’s important to consider inclusivity and catering for individual needs. By allowing some compromise (e.g. headphones) it may encourage an employee to spend more time with the team in the work environment.
Look up Ultimate Group, a Times 100 Employer, for excellent examples of making the workplace a comfortable experience for all.
Flexibility
Many businesses still offer a hybrid work option which gives individuals the chance to remove themselves from an over stimulated work environment and to work from home occasionally. In addition, flexibility around work hours can also be helpful – within the constraints of the business needs.
Consider that workplace WhatsApp groups may just be too much for some employees as they could feel bombarded – both during and outside core working hours.
Remember some people may not even realise that they are neurodivergent so they might not realise why they are not coping with what appears a normal environment to others. Talking of ‘normal,’ it’s worth noting that EVERYONE has issues they are dealing with at some point in their lives. This could be bereavement, divorce, illness…. the list goes on. We should be demonstrating empathy to everyone and treating every employee as an individual, and with respect and the understanding that anyone can have triggers which cause their behaviours to change out of character. Inclusivity is key.
-
Tools/training:
Lyndsey Britton-Lee, Diversity & Inclusion Consultant and Co-Founder at 50:50 Future, offered excellent insights in to how workplaces can be better equipped to embrace a truly neurodiverse workforce, the goal being to set people up to win.
Personality assessments are a brilliant way to see where there are personality trait gaps, this can help with recruitment or re-structuring to create more rounded teams. Personality profiles can also be a help to identify where employees can thrive in the team/environment. Everything DiSC on Catalyst is a great example of this, helping organisations and individual to better understand how to communicate for best effect.
To end, we would like to add this quote from someone who is neurodivergent.
“Neurodiverse individuals tend to be very loyal and have strong views on injustice. HR and line management need to know their staff better in order to understand that certain behaviours and reactions may just be a trigger connected to their condition e.g. change in the workplace, emergency situations, workplace stress etc.. Get it right and you have a superstar in your team.”
The next #HRHour, takes place on Wednesday 2nd April from 1:00pm to 2:00pm.
#HR #FutureOfWork #HRTrends2025 #DiversityAndInclusion
Useful information
Events
Lunch & Learn Sessions, hosted by Charlotte Slater and April-Joy Serrant of The Workplace Collective
Conceal or Reveal, a free 30 minute webinar taking place on Thursday 13th March, hosted by 50:50 Future
Join us for our next #HRHour on Wednesday 2nd April from 1:00pm to 2:00pm
Understand yourself. Understand others. Manage the difference.
We’ve been using DiSC and The Five Behaviors programmes with big name clients for a long time.
It’s been a total game-changer when it comes to getting everyone on the same page and enjoying their work.
The way it works is it starts from the top down – the leadership team goes through it first, leading by example, and then it’s rolled out to the rest of the organisation. It really helps everyone understand each other’s behavioural and communication styles and how to work together more effectively.
We’ve seen it make a huge difference in avoiding workplace sickness and burnout; people are just way happier and more engaged when they know how to collaborate well.
We all want to go to work happy 😊
Get in touch
Tell us about the challenges in your organisation