5 Ways to Support Neurodiversity in the Workplace

As neurodiversity becomes more universally recognised and acknowledged, it’s important for employers to understand how to support that neurodiversity in the workplace.

In fact, according to the NHS, as many as 1 in 7 people in the UK are neurodivergent. As such, creating a neuroinclusive environment is likely to positively impact a large number of your workforce, ensuring their happiness and productivity.

In this article, we will talk through how you can educate yourself on neurodiversity in the workplace, as well as how you can make the right adjustments for your employees.

What is neurodiversity?

Neurodiversity covers a wide range of conditions that cause differences to the way people learn, feel, and process information.

While many people are familiar with common neurodiverse conditions, such as dyslexia, autism, and ADHD, there are other conditions that can also be considered neurodivergent. For instance, individuals with Tourette’s syndrome or stammering may refer to themselves as neurodiverse, but others with the same conditions may not identify with neurodiversity at all. This highlights the personal nature of how we define and understand neurodiversity.

As a result, it’s important to be considerate with the language we use around neurodiversity, ensuring we are being as inclusive and supportive as possible.

How can I support neurodiversity in the workplace?

As an employer, it’s useful to understand what helps people work to the best of their ability - and it’s no different when approaching neurodiversity in the workplace.

In fact, people who are neurodivergent often have a different way of thinking, which can be beneficial to a business. As such, creating that neuroinclusive work environment is all about understanding how the individual works, and what adjustments may need to be made to help everyone feel more comfortable and happy at work.

To help get you started, we’ve outlined five ways you can support neurodiversity in your workplace, below.

1. Educate yourself on neurodiversity in the workplace

The best first step towards creating a neuroinclusive work environment is to spend time educating yourself on the subject. 

Whether you read books, online articles, or medical journals, it’s important to find reliable sources that discuss neurodiversity both in and out of the workplace. It’s also invaluable to read up on specific neurodivergent conditions too, helping you gain a better understanding on the nuances between each.

Once you better understand neurodiversity in the workplace, you can then use that information to inform the steps you take to create that inclusive and welcoming work environment.

2. Organise expert training on neurodiversity

In addition to educating yourself on creating a neuroinclusive environment, it can also be valuable to build the same care and understanding among your employees with neurodiversity awareness training.

Consider inviting an external professional or agency that champion neurodiversity in the workplace, who can run sessions and raise awareness in your business. They’ll have all the necessary information and tools to properly educate your workforce on what neurodiversity is, how it affects others, and what people can do to create a supportive environment.

It’s also important to regularly revisit neurodiversity training. These sessions can be lead by yourself, as the employer, or by volunteers who feel comfortable talking about their own experiences. However, don’t rely on neurodivergent employees to carry out all the training for their colleagues.

3. Consult employees on the best approach

To support neurodiversity in the workplace, you should also ask your employees – both neurodiverse and neurotypical - for suggestions on the best approach.

For the most honest and effective suggestions, it can be useful to set up anonymous avenues for feedback. This is especially important for those employees who might not feel comfortable sharing their neurodiversity.

Send out an online survey, create a physical suggestion box, or just ask for open feedback to your email address – anything you can do to make this process more comfortable for your employees.

You can also prompt specific feedback on supporting neurodiversity in the workplace with indirect questions. These questions will likely already frame most 1-2-1 meetings with your employees, but you can use the following as a starting point for neuroinclusive discussions as well:

• Could you share your experiences of working here?
• Is there a different way you would like to receive communications at work?
• How would you like me to discuss deadlines with you?
• How do you like to be reminded of these deadlines?
• Is there anything else you’d like me to know?

4. Invest in assistive technology for neurodiverse people

Noise cancelling headphones are just one piece of tech some neurodiverse people find helpful. However, there are other equipment that may help you support neurodiversity at work.

For example, some autistic people benefit from more visual learning strategies. Instead of taking handwritten notes in meetings, they may find it easier to align their thoughts through mind maps, so investing in project management software could be useful for them. 

Additionally, time management apps can help neurodiverse people who struggle with keeping track of tasks. Such software not only helps them stay on top of outstanding work, but it also enables them to break down bigger tasks into smaller workloads that may feel more manageable.

Make sure to speak to your neurodiverse employees about what pieces of technology may be useful for them during their daily activities.

5. Consider reasonable adjustments for neurodiverse employees

Reasonable adjustments are the small tweaks or changes that you can make to reduce the disadvantages that an employee may normally experience – which makes them an essential part of any neuroinclusive work environment.

However, there’s no one-size-fits-all approach to reasonable adjustments; different types of neurodiversity will require different adjustments. To help you get started, we’ve outlined some suggestions based on specific neurodivergent characteristics:

• Challenges with concentration

  Some neurodiverse conditions cause difficulties with concentration over extended periods of time. By providing the flexibility for employees to take regular breaks, you can actually improve productivity.

  For example, allowing employees to take a 10-15-minute break from a task, even if it’s just stepping away from their desk for a breather, can help people refocus when they return. You can also encourage people to take meetings away from their desks or not to schedule back-to-back meetings when concentration levels will be strained.

  Make sure to discuss these adjustments with the individual, as some people might require more or less breaks.

• Challenges with hyperactivity

  If an employee struggles with hyperactivity, then they may find it difficult to sit still at a desk while they work. However, certain office equipment and reasonable adjustments can be made to support a more neuroinclusive workplace.

  In terms of office equipment, standing desks can give employees an outlet to move without affecting productivity or distracting other employees. You can also ask employees to consider walking meetings, which can help those who need to stay active, as can encouraging ‘movement breaks’ away from their desks.

• Challenges with socialising and communication

  Certain neurodiverse conditions can affect people’s ability to follow social cues or communicate effectively. However, by building understanding and trust amongst your people, you can support neurodiversity in the workplace.

  For instance, try offering office mentors or creating a buddy system for neurodiverse employees. Not only will this encourage awareness amongst employees, but it can also help those who struggle with socialising and communication to feel more comfortable within social work spaces.

  Additionally, as the employer, try to avoid asking open ended questions as this may create misunderstandings. Instead, be as specific as you can when asking questions or setting work, to ensure you’re getting your point across in a way that’s easy to understand.  

• Challenges with written communication

  You may find some neurodiverse employees struggle to follow written communications, such as emails or written briefs.

  As such, it can be useful to offer in person or video call meetings where you can verbally discuss tasks or plans with the employee. An added benefit with this neuroinclusive adjustment is that the employee can immediately ask any follow up questions they may have.

How can Benenden Health help you foster a neuroinclusive work environment?

Supporting neurodiversity in the workplace is all about ensuring your staff feel understood and listened to. Especially as being neurodivergent in a neurotypical world can lead to challenges that may increase the risk of stress, anxiety, or depression.

Learn how inclusive workplaces drive innovation, productivity and employee wellbeing.  our guide on becoming The Business of Neuroinclusion for more information, including useful glossary and tips on building an inclusive culture. 

The information in this article has reviewed by our partner Grace Consulting.