Whether it concerns race, religion, sexual orientation, or socioeconomic status, the promotion of diversity across employees is a key consideration when it comes to unlocking the full potential of your staff. This article explores some of the different neurological conditions, and looks at ideas for creating a more inclusive workplace for neurodivergent employees.
The term ‘neurodiversity’ refers to the diversity of human brains and individual differences in brain functioning. The term ‘neurodivergent’ is used when someone’s brain functions, learns and processes information differently from a brain that is ‘neurotypical’.
A diverse workforce can bring many strengths to a team and organisation, some of these may include:
- High levels of concentration
- Reliability, conscientiousness and persistence
- Accuracy, close attention to detail and the ability to identify errors and spot patterns
- Strong technical skills
- Detailed factual knowledge and an excellent memory
- Higher innovation
- Problem-solving
- Creative thinking
It’s important that we value the different strengths and skills individuals bring. To quote Phil Jackson, coach of the Chicago Bulls, “The strength of the team is each individual member. The strength of each member is the team.”
We will now explore some common neurodivergent conditions and look at how these may affect people at work.
Autism
Autism is a spectrum condition, which affects people in different ways. It can be characterised by differences in social communication and interaction, cognitive processing, sensory sensitivities and literal thinking. More than one in 100 people are on the autistic spectrum in the UK.
How might an employee with autism be affected at work?
- Difficulties with communication may mean autistic employees struggle to pick up on social cues.
- Some staff may benefit from a structured and consistent environment. Supporting an employee to prioritise and organise tasks can help if they are struggling with time management.
- Some employee’s with autism may be over or under-sensitive to things like light, sound, taste and touch. Things like desk screens or noise-cancelling headphones can help to block out any distractions.
- Some employees may also present with mental health conditions, such as anxiety, so it’s important to ensure staff are made aware how they can access available support services.
Read more about supporting autistic employees at work at National Autistic Society.
Attention Deficit Hyperactivity Disorder (ADHD)
ADHD is a condition that affects behaviour and can present as having difficulties in attention span, concentration and impulsivity.
How might an employee with ADHD be affected at work?
- Staff may become easily distracted, which may affect their ability to focus. Things to consider could include relocating that person to a quieter part of the building and offering them noise-cancelling headphones.
- An employee may have challenges with timings and organisation. To help, you could consider more regular check-ins to help support the staff member to prioritise tasks and help keep them on track. Providing clarity on what is expected from them is also key. You could also explore the different types of software available to support them with time management.
Read more about supporting employees with ADHD on at ADHD UK.
Dyslexia
Dyslexia is a specific learning difficulty that can affect people in different ways. It can range from mild to severe and may occur with other learning difficulties. As well as reading and writing, this condition can also impact organisation and memory. It’s thought that 1 in 10 are dyslexic in the UK.
How might an employee with dyslexia be affected at work?
- Employees experiencing difficulties with reading and writing could benefit from things such as additional time to complete tasks, information presented in other formats (such as audio or video) and specialised software to help with reading and writing i.e. screen-reading software and spelling and grammar checkers.
- Some staff may struggle to retain instructions. Highlighting key points and clearly outlining what is expected of them can help. Regular check-ins is another way to support your staff member to keep on track and focused on priority tasks.
- The ability to change the background of a screen can also help staff who are working at computers.
Read more about supporting a staff member with dyslexia at British Dyslexia Association.
Dyspraxia
Dyspraxia, also known asdevelopmental co-ordination disorder (DCD), is a condition which affects physical coordination and our capacity to plan and process motor tasks.
Up to 6% of the population have dyspraxia, with men four times more likely to have the condition.
How might an employee with dyspraxia be affected at work?
- It may affect how staff learn new skills and retain information. Giving staff additional time to complete tasks or training can help. Breaking down instructions, helping them prioritise multiple tasks and using demonstrations can also be beneficial.
- Staff may have trouble with handwriting. In these instances providing them access to a laptop or computer can help. Some staff may have difficulties typing, in these instances, speech-to-text software could be considered.
- Staff may struggle with skills that require physical balance.
Other neurodiverse conditions include dyscalculia and Tourette’s syndrome.
When it comes to neurodiversity, it’s important to recognise that different people are affected in different ways. Also, individuals may not present a full list of symptoms associated with a specific condition. For example, certain traits may appear more prevalent than others. For this reason, we must not simply consider workplace adjustments that account for a person’s condition, but rather consider adjustments for the individual person living with that condition.
What can employers do to support neurodivergent employees?
When it comes to supporting neurodiversity in the workplace it’s important to recognise professional and legal obligations. If a neurodivergent person meets the criteria of having a disability they will be protected by the Equality Act 2010. The Equality Act also protects employees from direct discrimination, indirect discrimination and discrimination arising from a disability.
Employers are also required by law to make reasonable adjustments where a disabled employee would be at a disadvantage compared with a non-disabled employee. Read more about neurodiversity and the Equality Act on the Prospect website.
Employers and line managers have a moral obligation to create a supportive and inclusive working environment for employees – including those who are neurodivergent. Below are some practical steps for you to consider.
Review how inclusive your recruitment process is: This involves everything from how you advertise a role to onboarding a new member of staff.
Educate and spread awareness: Strive to ensure that managers and employees have a clear understanding and appreciation for how living with a neurodivergent condition may impact a person at work. It’s also key to communicate the benefits and strengths neurodivergent employees can bring.
Investing in training for management and line managers is another proactive measure you can consider, which can help improve people’s confidence to have open discussions and be proactive with support.
All these steps can help to tackle stigma, stereotypes and reduce the risk of neurodivergent employees being discriminated against.
Strive to create an inclusive working environment: Take the time to understand what constitutes an inclusive working environment for neurodivergent employees. This may include considerations around lighting, stability in the working environment (i.e. limiting practices such as hot-desking), or options such as setting up quiet spaces which can be utilised when employees need a break or may be experiencing sensory overload.
Other workplace considerations may involve technology, such a noise-cancelling headphones, advanced spell checkers, or text-to-speech devices.
Try to keep in mind that one size does not fit all. Different conditions affect people in different ways, so work with the person to find the best solution for them. Occupational health can support employers and managers to identify and put in place reasonable adjustments at work.
Communicate in a clear way: Try to make sure any communication or instructions are given in a clear and simple way. This may be of particular importance when undergoing periods of change in the working environment, where it’s necessary to minimise any disruption. If there is change happening at work, take the time to understand what support employees require to help them navigate through it.
Celebrate difference and empower neurodiverse talent: There are plenty of awareness campaigns and celebration days that you can use to help raise awareness of different neurodiverse conditions. It’s also an opportunity to celebrate diversity and share the strengths neurodiverse people bring to teams and organisations.
Another consideration is embedding diversity and inclusion into your company values to send a clear message to employees, clients or customers that you value the need for inclusive workplaces.
Summary
From meticulous attention to detail to creative thinking, there is a multitude of benefits waiting to be cultivated through the promotion of neurodiversity in the workplace. To reap these benefits, however, we must first get to understand the needs of our neurodivergent employees and ensure we all play our part in promoting a supportive and inclusive environment so that they can thrive.
Ref: WPW0227 This information was reviewed February 2025.
