Neurodiversity, encompassing conditions such as Autism, ADHD, Dyslexia, Dyspraxia and Tourettes, affects a significant portion of the population, with estimates suggesting up to 15-20% of the population is neurodivergent.
While some conditions may qualify as disabilities under the Equality Act 2010, not all individuals classify themselves as such. UK office workers reveal their opinions in latest research by instantprint.
Diagnosis Within Reach? Only For Men
The survey revealed that over 90% of respondents identified as being diagnosed with a neurodiverse condition. From autism to dyslexia, it seems that neurodiverse conditions can be found all across the workplace.
Only 6% answered ‘no’ to being asked if they had been diagnosed with a neurodiverse condition and 2% suggested that they are in the process of trying to get a diagnosis.
Of the 90% surveyed that have been diagnosed, a significant 70% were male, while only 30% were female. However, among those currently seeking a diagnosis, the gender distribution was notably different, with 62% being female and 38% being male.
Rise of TikTok Self-Diagnosis
It appears that an increasing number of individuals are turning to social media platforms for insights into their neurodiverse conditions. Notably, the hashtag #adhd has amassed over 26.2 billion views on TikTok alone, indicating the prevalence of discussions and content related to this topic.
Among the respondents who confirmed having a neurodiverse diagnosis, 16% fell into the 18-24 age group, 56% were aged 25-34, 22% were aged 35-44, and 6% were aged 45 and above. This suggests that recent advancements in understanding and awareness, largely facilitated through social media platforms, have played a significant role in younger individuals seeking and obtaining diagnoses.
Can You Break the Silence With Your Employer?
For those that answered ‘yes’ I have been diagnosed with a neurodiverse condition, the survey quizzed respondents on whether they feel comfortable talking to their employer and or colleagues about their condition.
- No, I don’t feel comfortable talking about my condition – 39%
• Yes I feel comfortable talking about my condition – 25%
• I feel comfortable talking to my colleagues but not my employer – 22%
• I feel comfortable talking to my employer but not my colleagues – 9%
A significant proportion, approximately 39%, almost 2 in every 5, of diagnosed respondents indicated a lack of comfort when discussing their neurodiverse condition with colleagues or their employer. It seems that even in 2023, neurodiversity remains a sensitive and somewhat taboo subject within the workplace.
1 in 5 Neurodiverse Employees Unable To Concentrate At Work
The survey quizzed neurodivergent respondents to provide insights into the positive and negative effects of their condition within the workplace.
Top 10 Ways Neurodiverse Employees Are Affected At Work
- Unable to concentrate – 20%
- Unable to sit still or feel comfortable – 20%
- Ability to finish tasks and or meet deadlines – 18%
- Hyper-focused on a task or work – 15%
- Super creativity and out-of-the-box thinking – 15%
- Unable to think creatively – 13%
- Struggle with reading and writing -12%
- Good at problem-solving – 12%
- Difficulty in showcasing empathy – 10%
- Struggle with public speaking – 9%
Taking the top spot, 20% of respondents disclosed their struggle with maintaining focus and concentration at work. Often a common factor for neurotypicals, as well as neurodivergent individuals, excessive distractions or a lack of interest in assigned tasks, can significantly impede individuals from effectively completing their responsibilities.
Contrary to the negative aspects, being diagnosed with a neurodiverse condition brings about positive attributes as well. A noteworthy 15% of respondents reported hyper-focusing on tasks or their work, while an additional 15% highlighted their remarkable creativity and ability to think outside the box. Furthermore, 12% emphasised their proficiency as effective problem solvers.
Employers To Only Support Neurodiverse Employees To An Extent
instantprint surveyed both neurotypical and neurodivergent employees to gather their perspectives on whether employers should prioritise supporting neurodiversity in the workplace.
The responses were evenly divided, with 48% indicating that employers should indeed support neurodiversity in the workplace. Notably, among those who answered affirmatively, 92% had previously disclosed being diagnosed with a neurodiverse condition.
However, 50% said yes employers should support neurodiversity, but only to a certain extent. It appears that while these employees acknowledge the need for additional tools and accommodations to facilitate job performance, they may be less receptive to other employees receiving extended deadlines, extra breaks and being allowed to work from home. If they can’t have it, it seems no one can.
UK Workers Demand More Support From Employers
The survey also asked respondents whether they think their employer currently supports neurodiversity in their workplace.
- Yes, my employer supports neurodiversity but is too accommodating – 29%
• Yes, my employer supports neurodiversity but could do more – 28%
• Yes, my employer supports neurodiversity completely – 24%
• No, my employer does not seem to support neurodiversity – 7%
• I’m not sure – 7%
• No, my employer makes it harder for those with neurodiversity – 4%
• Other – 1%
Surprisingly, 29% of respondents revealed that their employers exhibit support for neurodiversity but are perceived as overly accommodating. Additionally, 4% expressed that their employers actually make work more challenging for individuals with neurodiverse conditions. 90% of those who reported experiencing increased work difficulties were individuals diagnosed with a neurodiverse condition. These findings suggest that despite the progress made in acknowledging neurodiversity, obtaining sufficient support in the workplace remains a persistent challenge in the current era.
How Are Employers Championing Inclusion?
While there may be differing opinions on neurodiversity support in the workplace, it is important to acknowledge that employers are actively taking steps to provide assistance and support.
Taking the top of the table at 24%, almost a quarter, was being given the choice to work from home. Away from distraction and somewhere comfortable and familiar, it’s probably no surprise that neurodiverse employees are allowed to work from home to help them meet deadlines and get work done. After all, the last few years have proven the true benefits of working from home post-pandemic, including neurotypicals.
A noteworthy 11% of respondents indicated that their employers demonstrate support by employing positive and inclusive language. Similarly, another 11% shared that their employers prioritise clear, direct, and concise communication across all channels, facilitating better understanding.
Return to Work? It’s A No From Neurodiverse Workers
Regrettably, not all employers are fully embracing inclusivity. Topping the list at 21%, employees expressed their desire for the option to work from home, while 17% sought flexible working arrangements. It appears that despite many individuals having experienced the benefits of remote work during the lockdown period, the return to the office is not favoured by neurodiverse employees.
A Note From The Experts
As part of the research, instantprint took some time to chat with a range of neurodiversity experts to get their take on the study and gather their thoughts on how employers can better support neurodiversity in the workplace.
Kelly Grainger
Co-Founder of Neurodiversity Workplace Consultancy Perfectly Autistic
“The tide is slowly starting to turn with companies wanting to learn and understand more and there is a big appetite for workshops, training and webinars run by actually neurodivergent people. But for many it is still a tick box exercise. Organisations need to create an open and inclusive workplace, which starts from the top down with constant and consistent communication. This will benefit all staff not just neurodivergent employees.”
Sara-Louise Ackrill
Neurodiversity Specialist Therapist and Coach, Zoe Clews and Associates
“I feel sad 29% of neurodivergent people think their companies could be over accommodating. There is a lot of shame in the community and I feel this directly reflects on how we can tend to see our own health conditions as something we shouldn’t have special treatment for (some of us spend years feeling at fault or ‘defective”). But it’s an employer’s duty to do this. We are not ‘wrong’ for being neurodivergent. Just different! It’s really telling that 90% of those replying were neurodivergent. There is a sign if ever we needed one, that we will grab any opportunity to be heard because they present themselves so rarely!”
Florence Weber-Zuanigh
Diversity and inclusion consultant and the Founder of Diversity in the Boardroom Ltd
“The sooner we embrace the idea that not everybody’s brain works the same way, not only neurodivergent people but literally everyone, the sooner employees will be shame-free and able to explore what actually works for them. This would not only have a tremendous impact on employee well-being and engagement but also for understanding, teamwork and ultimately performance.”
James Roy
Board Certified Neurotherapist since 2007 and Technical Director at Brainworks
“These findings certainly emphasise how beautifully diverse we all are. The closer we look at the brain the more difficult it is to put a pin on “normal”; it can be difficult to find someone who is not neurodivergent in one aspect or another. Accommodating all our unique gifts and weaknesses is the imperative of not only employers but co-workers as well.”
