In the vast diversity of people, no two minds are exactly alike. This fundamental truth is at the core of the concept of neurodiversity – a concept that has gained increasing recognition and importance in today’s workplaces.

Yet, despite the growing awareness of neurodiversity, a recent poll conducted by the CIPD (Chartered Institute of Personnel and Development) reveals that only about 10% of employers actively consider neurodiversity when shaping their organisation’s people management practices. This statistic highlights a significant gap in acknowledging and accommodating the needs of neurodivergent employees in the workplace, despite their growing presence.

Understanding neurodiversity
Neurodiversity is a term that recognises the natural diversity in thinking processes and cognitive functions among individuals. While most people fall under the category of being neurotypical, roughly 15% of the UK’s population is neurodivergent. This includes individuals with conditions such as Autism, Dyslexia, Attention Deficit Hyperactivity Disorder (ADHD), Obsessive-Compulsive Disorder (OCD), and various other neurological conditions. Importantly, it’s crucial to note that neurodivergent individuals can have more than one condition, and these conditions can manifest in unique ways.

Neurodivergent individuals often face distinct challenges in the workplace, including heightened vulnerability to mental health issues and quicker burnout rates, often triggered by the prolonged effort of masking their neurodivergent traits to fit into a neurotypical world. This internal struggle becomes even more complex when an individual has two conditions that may counteract each other, leading to a challenging balancing act in managing their needs.

Additionally, neurodivergent individuals may experience difficulties in social situations, including a fear of people, groups, or unfamiliar places. These challenges often lead to them going undiagnosed for much of their lives, particularly among older individuals and women in particular.

The hidden disability: Legal protections and obligations
Neurodiversity is often described as a “hidden disability.” While the sunflower lanyard is a symbol for hidden disabilities, many neurodivergent individuals do not wear this badge. Consequently, employers may not be aware of the neurodivergent individuals in their workforce. However, under the Equality Act 2010, neurodivergent conditions are classified as disabilities if they significantly affect daily activities. Employers must understand that disabilities – whether visible or hidden – warrant equal consideration and necessitate reasonable adjustments to level the playing field.

Employers have a legal obligation to provide these reasonable adjustments, which can vary widely based on individual needs. These adjustments might include allowing employees to have their cameras off during virtual meetings to reduce sensory overload, providing assistance if they need to go into the office, addressing light sensitivity by adjusting office lighting or offering noise-cancelling headphones to help employees concentrate on their work.

However, it’s not just the physical environment that needs adjustment. Stereotypes and misconceptions about neurodivergent individuals can persist, leading to stigmatisation and discrimination. Employers must take steps to educate their workforce about neurodiversity, challenging biases and ensuring that all employees are treated with respect and dignity.

Proactive strategies for supporting neurodiversity
To support neurodivergent employees effectively, employers can take proactive steps that go beyond legal obligations. These actions create an inclusive and welcoming workplace where neurodivergent individuals can thrive:

1. Adapt the recruitment process: Make adjustments to the recruitment process to ensure it’s accessible to neurodivergent candidates. For instance, provide clear and concise job descriptions, offer informal meet-and-greet sessions during onboarding, and consider conducting interviews in a less intimidating setting.
2. Create inclusive workspaces: Design workspaces that cater to the diverse needs of your employees. Include quiet areas or designated spaces where individuals can retreat when sensory overload occurs. Flexibility in work locations – such as remote or in-office work – can also accommodate diverse work preferences.
3. Offer tailored IT tools: Provide a range of IT tools tailored to individual needs, such as screen readers, voice-to-text software, or other assistive technologies that can make tasks more manageable for neurodivergent employees.
4. Training and education: Regularly train all staff – especially managers – on various neurological conditions. Equip them with the knowledge and tools needed to foster a supportive workplace culture where neurodiversity is celebrated. Managers should ask colleagues if they have a formal diagnosis and whether they’d like additional support.
5. Effective communication: Maintain open communication channels and practise empathetic listening to neurodivergent employees’ needs. This approach can lead to a more inclusive and productive work environment. Managers and employees should also be aware of trigger phrases and be versed in addressing things in a different way to avoid triggering distress.
6. Work to strengths: Recognise and leverage the unique strengths and abilities of neurodivergent employees. Allocate tasks that align with their strengths within the team, and work collaboratively to address challenges and set clear, achievable targets.
7. Manage expectations: Provide clear guidance on what is required and when it’s due. Managing expectations can reduce anxiety and stress for neurodivergent individuals.
8. Induce a cultural shift: Recognise that changing the culture within the business must occur from the bottom up. Implement policies and practices that support neurodiversity, such as an ESG (Environmental, Social, and Governance) policy dedicated to neurodivergent individuals.
9. Be aware of performance management stress: Be cautious in performance reviews, as they can be a tipping point for neurodivergent employees. Avoid surprising them with critical feedback; instead, provide clear and constructive guidance. Identify areas where additional support is needed, and agree on check-ins and review procedures.
10. Offer coaching sessions: Additional sessions can help neurodivergent employees develop their skills and overcome challenges. These sessions can provide a supportive space to discuss their needs and growth opportunities.

To foster an inclusive and comfortable environment for neurodivergent employees to thrive, businesses need to make a proactive effort to ensure they feel understood and supported. Colleagues should never ambush or blindside neurodivergent people with unexpected meetings, deadlines or tasks, without checking in first.

A moral duty for employers
Supporting neurodiversity in the workplace is not just a moral imperative; it is also a smart business strategy. Employers who actively embrace neurodiversity will reap the benefits of a more diverse, innovative, and inclusive workforce. By proactively supporting neurodivergent employees and adhering to legal obligations, businesses can unlock the full potential of this valuable segment of their workforce while fostering a more compassionate and understanding workplace for all.