Embracing neurodiversity in the workplace

Neurodiversity is the diversity of our minds and brains, according to NHS Health Education England.

With 1 in 7 people in the UK having some kind of neurodivergence, it’s essential for workplaces to implement regulations and procedures to ensure accommodations and fair treatment for neurodivergent people.

CIPD discovered one in five neurodivergent employees surveyed experienced harassment or discrimination at work. With that in mind, it’s understandable how three in ten neurodivergent employees haven’t told their line manager or HR about their neurodiversity.

Neurodivergence may be diagnosed late in life, leading to many people being unaware of their condition. There are also many waiting on the NHS list for a neurodiversity assessment, with over 200,000 people still waiting for an autism assessment, recorded late last year.

With autism being one of the most common neurodivergence, this suggests that the number of neurodivergent people in the workplace could be even higher.

So how can workplaces support neurodivergent people, whether they are diagnosed or not? Workplaces can provide a range of tools and support: flexible work arrangements, adjusting workspaces, neurodiversity training, and clear communication.

For example, some people with autism struggle with bright lights and loud noises. Flexible work and working from home can help avoid these common triggers. In offices, quiet and dim spaces can also be offered to ensure comfort and accessibility.

Another example is the challenge hot-desking presents for people with autism, a common practice in many corporate offices. The irregularity and inconsistency of changing seats and spaces can lead to unstructured routines and a lack of control. This can lead to anxiety or stress as different desks and seats have varied attributes, making it hard to adapt effectively.

To combat these problems, company-wide training on neurodiversity and better policies for neurodivergent staff can allow for more comfortable workplaces and kinder environments for neurodivergent people.

Employees are legally required in the UK to make reasonable adjustments for workers with disabilities. ACAS says an employee does not need a formal diagnosis to be considered disabled under the Equality Act 2010. So, employers must provide sufficient support for neurodivergent people, even if they do not have the diagnosis to prove it.

This is helpful for people who are still undiagnosed, whether they’re still on the waiting list or have not discovered their neurodivergence.

Neurodiversity provides great benefit to companies as it can allow new insights and perspectives to be introduced. Employer Assistance and Resource Network on Disability (EARN) explains how neurodivergent staff can bring cultural and financial benefits, which offers a competitive edge.

ACCA further elaborates how embracing neurodivergent staff can offer diverse thinking, with innovative solutions and problem-solving approaches. By having neurodivergent staff and providing inclusive environments: companies are more likely to have higher staff retention, improved employee morale and access to a wider talent pool.

Tania Martin, a NeuroInclusion consultant, determines that ‘having an understanding of neuro inclusion can be a competitive advantage – harnessing neurodiversity is ultimately good for business.’

The benefits that come with neuro inclusive work environments are advantageous to both staff and businesses, and structured training and focused policies can provide the essential support that neurodivergent people deserve.