How to support neurodiversity at work 

If you’re working in HR, the term neurodivergence is likely not an unfamiliar one. Neurodivergence, along with diversity and inclusion has become a priority for HR, and organisations look to build more inclusive workplaces.

In this article, we’ll take you through exactly why neurodiversity at work is essential for HR professionals, and how you can adapt your business to support neurodivergence in your business.

What is neurodiversity?

We’ve all heard the phrase, ‘great minds think alike’. As Brits, we can’t help but blurt it out when our peers are thinking the same thing. In reality, we couldn’t be more wrong. An estimated 1 in 7 great minds have a very different way of thinking. 

Around 15-20% of the population are neurodivergent, meaning they process and respond to the world differently than people without neurodivergent conditions (neurotypical) would. The term neurodivergent covers a number of different neurodivergent conditions, with ADHD, Autism, Dyspraxia, and Dyslexia all falling within the spectrum of neurodiversity.

Neurodiversity in the world of work

As neurodivergent people perceive the world around them differently, there are often challenges in the workplace that neurotypical people aren’t likely to face. But neurodivergence can also bring with it a number of benefits. In fact, it is their different perception and understanding of the world that makes neurodivergent people such great assets in the world of work.

As awareness of neurodiversity in the workplace has risen, employers have widened their talent pools and discovered the benefits neurodiversity brings. From increased creativity to higher productivity and profits, championing a neurodiverse workplace offers a wealth of benefits.

The benefits of neurodiversity in the workplace 

Building a diverse and inclusive workplace is a top priority for many organisations and HR professionals, and neurodiversity should be no different. Embracing neurodiversity at work can encourage new innovative ways of thinking, and new perspectives on current processes. Neurodiversity at work can also help with an organisation’s talent acquisition and retention. An inclusive and supportive organisation is essential for many candidates looking for their next workplace. Here are some of the most significant benefits a neurodiverse workplace offers:

Higher creativity 

Although it’s not a certainty, many studies have acknowledged a connection between neurodivergence and creativity. Studies have suggested that neurodivergent employees think differently to their peers, which allows for more creativity, something that gives them an edge over neurotypical people.

In fact, it’s this ability to think outside the box that is an invaluable benefit for neurodiverse workplaces. The ability to see past existing frameworks and propose innovative new ideas has caused creative organisations to tap into neurodivergent talent pools to gain this competitive advantage. 

Increased productivity 

Embracing neurodiversity at work can do wonders for productivity. Neurodivergent people often have a deeper focus, allowing them to be more concentrated on tasks and less likely to be swayed by distractions. In fact, a recent study found neurodivergent employees to be, on average, 90% to 140% more productive than their neurotypical counterparts. This level of productivity can’t go unnoticed.

Soaring profits

Organisations that have adopted an inclusive and neurodiverse workplace have benefited from a healthier bottom line. Hiring neurodivergent staff can lead to higher productivity and innovation, which has a direct impact on a business’ finances. In fact, organisations that have recruited neurodivergent people saw a 28% increase in revenues, and 30% reported higher profits.

Become an inclusive workplace 

Building an inclusive workplace culture, reducing recruitment bias and supporting neurodivergent employees is essential in today’s world, anything less is simply unacceptable. By opening your business up to a wider talent pool, and welcoming diverse candidates into your organisation are all steps in the right direction.

An inclusive workplace can massively improve your chances of attracting new talent for your vacant roles. A recent study found that 93% of neurodivergent people were likely to apply to a position, if that organisation already employed a neurodivergent person. A further 60% of neurotypical people agreed that a neurodiverse organisation is a more attractive place to work. 

The challenges of neurodivergence in the workplace 

As neurodivergent people view the world differently, there are a lot of challenges that come when entering the world of work. Staying on top of the workload, sensory overload, and poor communication are all common challenges neurodiverse people may face at work. 

However, the biggest challenge facing neurodiversity at work is prejudice and bias. These can lead to discrimination if not addressed. The solution? Work to foster a supportive and inclusive culture that is aware of neurodivergence and the challenges it presents. 

You can start to build an inclusive culture by introducing educational resources, internal training, and hosting webinars or internal discussions around diversity and inclusion in the workplace.

How to support neurodivergence in the workplace 

Building an inclusive workplace doesn’t just benefit the business; offering opportunities to neurodivergent people and fostering a supporting culture can help to further their development. Currently, over 80% of neurodivergent people are unemployed, yet 50% of organisations are not looking to hire neurodivergent people.

Without organisations widening their talent pool and bringing neurodivergent employees on board, neurodivergent people won’t have the same opportunities as their neurotypical counterparts.

Building an inclusive workplace that supports neurodiversity takes time. It requires a combination of educating, raising awareness and adapting your organisation to address the challenges neurodivergent people face. Below are some ways you can support neurodiversity at work:

Reduce the stigma 

Reducing the stigma and raising awareness of neurodivergence and the challenges is a great start to supporting any neurodivergent employee. Start by introducing diversity and inclusion training to your organisation, invite diversity guest speakers to your organisation to raise awareness of the challenges neurodivergent people face at work, and encourage your employees to support and encourage one another.

Build awareness and trust

When building awareness around neurodiversity at work, business leaders must lead by example. Whether you’re a leader of a small team or the entire organisation, voicing your support and raising awareness for neurodiversity is a great way to display your organisation’s diversity and inclusion commitments. 

Another way to build awareness within the workplace is through sharing resources, organising educational training sessions and sharing information about the struggles neurodivergent people face each day. This can help to make colleagues better understand the additional challenges their neurodivergent colleagues may face, and what they can do to support them.

Skill-based hiring 

For some neurodivergent people, parts of the traditional candidate journey, notably job applications and interviews, are often a barrier to entry for many roles. To ensure a more inclusive and neurodivergent-friendly recruitment process, consider utilising skill-based candidate assessments. Skill-based assessments help to remove any recruitment unconscious bias and allow hiring managers to make a qualified decision based on a candidate’s skill set. 

Accessible workplace 

Adapting your workplace to ensure a comfortable working environment for neurodivergent team members is crucial. It is recommended to create a sensory-friendly workplace for neurodivergent staff. Supplying noise-cancelling headphones, allowing for more frequent breaks, managing the lighting, and introducing hybrid or flexible working are all measures you can take to support neurodivergent employees who are sensitive to environmental stimuli.

Celebrate neurodiversity at work 

Finally, celebrate inclusion and diversity in the workplace. Fill your HR calendar with dates to celebrate everyone at your organisation. From Inclusion Week to Neurodiversity Awareness Week, these dates give you the opportunity to celebrate diversity, raise awareness and open discussions around the areas of the business you can continue to improve upon to better support neurodiversity in the workplace. 

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