What is neurodiversity?
Neurodiversity refers to the different ways a person’s brain processes information. It’s an umbrella term that includes (among other types) ADHD, autism, and dyslexia. Data from Cambridge University Hospitals suggests that around one in seven people in the UK are neurodivergent.
Most working practices are designed around the needs of neurotypical people, which can make it more difficult for neurodivergent employees to flourish at work. Raising awareness and encouraging understanding can help to attract, retain, and develop neurodivergent team members, creating a more inclusive, diverse and innovative workplace. Here are five ways you can do this.
1. Education and understanding
It’s perfectly acceptable and understandable if you don’t know what ‘neurodivergent’ means. But if you don’t know, your employees may not know either. Take the time to make sure you understand what neurodivergence and neurodiversity mean, and then share that knowledge with your workforce. In particular, train your managers in neuroinclusion and ensure that your processes are not discriminatory. We hold regular workshops on the issue – get in touch if you’d like to attend, or if you’d like us to organise a bespoke session for your organisation.
2. Empower your team members
Empower your employees to share their own experiences and knowledge. Neurodivergent individuals will be able to suggest ways for your business to be more inclusive, but make sure it is straightforward for them to communicate, anonymously if necessary. A 2022 survey by Birkbeck, University of London, reported that 65% of employees questioned said they feared disclosing their neurodivergence for fear of discrimination from management. Think about how you can ensure this does not happen in your organisation. Allowing anonymity in surveys can help, as can a general acceptance of diversity. However, bear in mind that some people might not want to share their experiences, even anonymously.
3. Embrace flexible working
Flexible working benefits both the organisation and employees, although not all employees’ needs are the same, and each case should be dealt with on its own merits. Focus on outcomes, rather than how and when people work.
4. Examine your working practices and equipment
Might you be able to make changes to support neurodivergent employees? For example, using a keyboard and mouse can be difficult for those with dyspraxia. Other people might struggle with reading and writing. It’s good practice to ask individuals early on if there is anything they feel they need, or to discuss ways you can support them in their role. Alongside other inclusive practices, this can encourage employees to feel confident in expressing what they need. (This month’s blog about Access to Work might be useful, too.)
5. Don’t stress
Thinking about neurodiversity might be completely new to you. The most important thing is to be open to learning more and being accepting of change. Create a plan for educating yourself and your team, and don’t be afraid to ask for help! If you’d like to talk through any of these points, we’d love to have that conversation with you. Get in touch on 01449 708999 or email.