Embracing neurodiversity in the workplace

Neurodiversity refers to natural variations in the way people’s brains are wired and how they process information. Within the workplace, it is a crucial aspect of diversity and inclusion that encompasses diverse thinking styles, such as autism, dyslexia, dyscalculia, and dyspraxia. With Neurodiversity Week taking place in March and April being Autism Awareness Month, which features World Autism Awareness Day on the 2^nd and World Autism Acceptance Week from the 2^nd to the 8^th, now is an opportune moment to explore neurodiversity in the workplace.

Neurodiversity Celebration Week (18^th - 24^th March) is a global initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, and organisations with the opportunity to recognise the many talents and advantages of being neurodivergent, while creating more inclusive and equitable cultures that celebrate differences and empower every individual (Neurodiversity Celebration Week).

The Chartered Institute of Personnel Development (CIPD) states that organisations that recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills and creativity. Yet according to research, just 7% of employers say they have focused on making their organisation more diverse and inclusive with respect to neurodiversity (Employers need greater understanding of how to manage and support neurodiverse talent, urges the CIPD | CIPD).

According to the National Autistic Society, only 29% of autistic people are in any form of employment and 70% of autistic people experience mental health issues (World Autism Acceptance Week 2024). Employers can help make the world a more autism-friendly place by adapting working practices and making small adjustments that make a big difference to autistic employees. The National Autistic Society have produced a useful guide on Employing autistic people which explains the benefits of employing an autistic person, offers tips for recruitment and interviewing, and provides advice for managing an autistic employee. Key steps include adjusting the recruitment process from the way the job advert is written, to the wording of the job description and application form and adapting interview arrangements.

Employers must ensure that the organisation and its services are accessible to all, including disabled individuals. These modifications, termed reasonable adjustments, encompass physical structures, policies, procedures, and training. The primary goal of reasonable adjustments is to enable individuals with disabilities to perform their work without being disadvantaged compared to their peers.

The National Autistic Society has highlighted four key aspects to reasonable adjustments that employers and employees should be aware of, and offers advice on how and where to get further support in this article on Top Autism Tips for the Employer. Some common adjustments that you can use for sensory sensitivities include noise-cancelling headphones, moving the desk to a quieter location, or altering the lighting. Other common reasonable adjustments include things like giving them a buddy, or a mentor who can explain the nuances of your specific working environment; accessing support from a specialist workplace advisor; attending training for you, the employee, or their colleagues; or using assistive technology like Brain In Hand.

Find out more about the practical steps you can take in this guide from CIPD on Neurodiversity in the Workplace, which includes training on neurodiversity, communicating clearly, and taking the time to understand each employee’s strengths, challenges and working preferences. Other actions include:

• Review recruitment process – ensure job adverts are concise and easy to understand, offering clear information for applicants regarding the interview and assessment process. This includes providing directions to the interview venue and the names of the recruitment panel. Follow best practice by allowing neurodiverse candidates to preview interview questions in advance.
• Consider requesting a comprehensive workplace assessment – Access to Work assessment and report for personalised recommendations and a bespoke plan to decide the adjustments needed for your specific employee.
• Use clear communication – providing written instructions as well as verbal, avoiding metaphors or idioms, and sharing feedback in a direct, constructive manner.
• Provide accommodations and reasonable adjustments – for neurodivergent staff including flexible working arrangements.
• Create a workplace culture that is supportive of neurodiversity – provide training on neurodiversity, encourage open communication and celebrate diversity through events and employee recognition.
• Offer mentoring and support – using programmes like The Brain Charity’s employment projects.

Take a listen to this CIPD podcast, where Margaret Malpas, Vice President of the British Dyslexia Association, and the CIPD’s Diversity and Inclusion Adviser, Dr Jill Miller, explain why it’s so important for employers to understand neurodiversity and gain further insight and practical examples of how to create an inclusive environment (Neurodiversity: a Vital Aspect of Workplace Inclusion | Podcast | CIPD). 

Businesses should continue to focus on embracing neurodiversity, creating a barrier-free, supportive and inclusive workplace, where everyone can be productive, fully use their talents and add value to the organisation.

Lizzy Turek

Client Research Associate