Championing Mental Health for Neurodivergent Talent in the Workplace

The content and resources provided in this newsletter are for informational purposes only and should not be considered medical or legal advice. We hope this information can set you on a pathway to learning more about neurodiversity in the workplace. To ensure the highest quality content for our readers, all our articles are co-edited by Jane McColl, Senior People Manager at CareScribe. Happy reading!

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7 out of 10 neurodivergent employees are suffering from mental health issues.

With Occupational Health Week on the horizon, there's no better time to explore the vital connection between neurodiversity and mental health. Supporting your neurodivergent employees and the broader team is crucial for creating an inclusive and thriving workplace.

Our LinkedIn Newsletter, Inclusive Workplaces, is here to help you, along with over 1,000+ HR professionals and leaders, make strides in fostering environments where every employee feels valued and supported. In this edition, we’ll explore the link between mental health and neurodiversity and offer practical strategies for your organisation to effectively support your employees who might be facing mental health challenges.

At a glance

???Neurodevelopmental conditions like dyslexia, autism, and ADHD are not mental health issues, but neurodivergent individuals are more prone to mental health challenges.

??????Neurodivergent employees often engage with masking at work, highlighting the need for proactive HR and managerial support.

?????Compared to neurotypical employees, neurodivergent employees report lower well-being across physical, emotional, and financial aspects. Yet, only 40% of UK organisations include neuroinclusion strategies.

???Practical strategies for supporting mental health in the workplace include making workplace adjustments, reviewing employee benefits, supporting mental health days, and encouraging leadership to champion mental health.

???The UK’s Access to Work Scheme offers government-funded support for employees with disabilities, health conditions, or mental health issues. Learn more in our free guide .

??? Listen to this article ???

We're on track to becoming LinkedIn 's most accessible newsletter by providing audio versions of our articles to enhance accessibility.

The link between mental health and neurodiversity

It’s important to understand that neurodevelopmental conditions like dyslexia, autism, and ADHD are not mental health conditions.

However, it is much more likely that someone with a neurodevelopmental condition will be grappling with mental health issues, such as burnout, anxiety disorders, depressive disorder and insomnia, according to research from WTW’s Global Benefits Attitudes survey . Therefore, it’s crucial that businesses start to focus on how they can improve workplace support.

NHS Dorset Neurodiversity Hub shares that there are several factors contributing to the link between neurodevelopmental and mental health conditions, including:

• unique ways of interacting with the world that can lead to heightened stress and anxiety, for example, the National Autistic Society shares that up to 50% of autistic individuals experience depression during their lives , while up to 50% of those with ADHD encounter one or more anxiety disorders , as reported by the National Library of Medicine.
• negative attitudes and a lack of understanding from others, leading to feelings of isolation and loneliness
• difficulties in navigating relationships and social situations and expectations as outlined by Prof. Amanda Kirby MBBS MRCGP PhD FCGI , in her Psychology Today article, “Is There a Link Between Neurodiversity and Mental Health? ”.

Unfortunately, traits associated with neurodevelopmental conditions are often mistaken for mental health symptoms, which can complicate diagnosis and delay access to the right support in both personal and professional settings.

While going through a diagnosis process is up to the individual and not directly within the workplace’s control, HR leaders and managers can still play a crucial role by understanding their neurodivergent employees’ needs and providing appropriate support through proactive measures.

Proactive support for neurodivergent employees: a call to action

“In my work as a mental health professional and neurodiversity specialist, I see the intersectionality of neurodivergence and mental health issues on a daily basis, and it is a topic that is frequently underestimated and misunderstood.”

Marilouise (Lou) Campbell , Employee Mental Health Counsellor and Director of Wellbeing Partners, from Personnel Today .

The research is clear: neurodivergent employees report lower physical, emotional, and financial well-being compared to their neurotypical counterparts, yet they experience higher social well-being. Only a quarter (25%) of neurodivergent employees feel financially secure and emotionally balanced, and only 36% report good physical health . Moreover, half of neurodivergent employees feel burned out from work, compared to 38% of neurotypical employees . This makes them more susceptible to stress, anxiety, depression, and financial difficulties.

However, despite these challenges, only 44% of UK organisations have neuroinclusion strategies in place and have integrated inclusion and diversity into their employee benefits strategies.

??????The hidden challenge: ‘masking’

One of the biggest challenges in the workplace, for both neurodivergent employees and HR leaders, is masking. Up to 75% of employees engage in ‘masking’ at work , concealing their differences or downplaying their needs due to fear of misunderstanding or discrimination. The National Autistic Society reports that over 50% of autistic employees have experienced bullying or discrimination due to a lack of understanding in the workplace.

“I’m going to mask or suppress my neurodivergent traits in order to fit in. And what can happen is if you do that over a period of time, it’s exhausting. It’s draining, it’s really debilitating. And it can lead to burnout. It can lead to leaving a job, or it can lead to significant mental health difficulties ,” shares Jess Meredith , CEO & Founder of Differing Minds . Watch this insightful conversation with Jess, where she explains how to recognise the issues leading to mental health challenges and address them urgently.

As Jess highlights, when employees don't feel accepted or valued for who they are, it can exacerbate anxiety and depression, potentially leading to the departure of talented team members. This is why creating an inclusive environment where mental health is openly discussed, and resources are readily available is crucial.

Explore Masking Further: Join Neurobox’s LinkedIn Live QA Discussion

To further explore masking, join Neurobox’s LinkedIn Live QA discussion on September 17th, featuring Donna Stevenson , Neurobox’s Expert Training and Development Lead, in conversation with Armelle McGeachie , founder of Girls with Dyslexia . Be sure to follow neurobox closely this September, as they will provide in-depth insights focused on masking in the workplace throughout the month.

Practical strategies to support mental health in the workplace

From implementing workplace adjustments to reassessing employee benefits, there are numerous strategies that can create a more supportive environment for your employees’ mental health.

???Implement Workplace Adjustments

Creating an inclusive workplace goes beyond policies—it's about making tangible adjustments that cater to your employees' diverse needs. While flexible working hours and remote work options are increasingly common, there are other important adjustments that can significantly impact the well-being and productivity of your neurodivergent employees. These include regular one-on-one check-ins to monitor for signs of burnout and offering assistive technology .

Assistive technology offers vital support for your employees with disabilities and neurodivergence, including dyslexia, dyspraxia, hearing and vision loss, and cognitive challenges. The WHO predicts that 2.5 billion people currently need AT , with this number expected to rise to 3.5 billion by 2050.

Types of assistive technology include:

• Speech-To-Text: Captioning , voice recognition, and dictation software
• Text-To-Speech: Optical Character Recognition systems, plug-ins.
• Reading and Writing Tools: Screen readers, mind maps.
• Communication Devices: Assistive Listening Devices (ALDs), Augmentation and Alternative Communication (AACs).
• Ergonomic Devices: Specialised keyboards and mouse technology.

CareScribe is here to support you and your employees!

Providing access to AT can be life-changing. The benefits are vast, offering equity to users and normalising usage in the workplace, which can boost disclosure rates and improve employee retention. Contact our team to learn more about our products, including our live-captioning and note-taking software Caption.Ed and our lightning-fast dictation software TalkType . All our products are designed to support your employees and improve outcomes for your organisation.

???????Review your employee benefits

WTW’s latest Emerging Trends in Healthcare Survey shows that only 20% of employers have implemented benefits and policies to support neurodiversity, although another 24% plan to do so. In the meantime, the survey reveals that neurodivergent employees are seeking more emphasis on benefits that address emotional health (39%) and workplace flexibility (38%).

The benefits you offer, from work away days to mental health support, can have a profound impact on your neurodivergent employees. Expanding these offerings is a crucial step toward enhancing support. For instance, at CareScribe, we've recently revamped our benefits to include:

We are continually shaping our benefits to better meet the needs of our team and have recently added financial support of ￡500 towards the diagnosis of a neurodivergent condition. The cost of diagnosis is often a barrier to gaining the right support, so we’re hoping to make this more accessible. We’ve also expanded our mental health resources through Spill, alongside our EAP and health cash plan. Spill is an accessible and proactive mental health support via messaging and video calls. We also advocate the use of flexing hours and work locations to ensure our people work in the way that suits their individual needs.

Jane McColl , Senior People Manager at CareScribe .

One of our standout perks is our dog-friendly office policy ??, which has a positive impact on our team every day. We love having dogs around the office, whether during lunch breaks or for cuddle sessions between meetings.

1 in 3 UK organisations benefits from the Access to Work scheme — is yours one of them?

Have you heard of the Access to Work scheme? It's a government-funded grant offering practical support for employees with disabilities, health conditions, or mental health issues. Discover the Access to Work (ATW) scheme with our ? FREE ? guide , where you'll learn about eligibility, the application process, the types of support available, and how it benefits both employees and managers.

????♀??Be open about taking a mental health day

A mental health day is a day dedicated to focusing on one's mental well-being. Often, it involves taking a day off from work to rest and recharge. Here’s how you can support your employees by clearly communicating their options if they’re facing mental health challenges:

• Offer paid mental health days: if your organisation has policies for mental health-related time off or a four-day workweek to enhance work-life balance, make sure these are well-communicated to all employees
• Encourage use of paid annual leave: ensure your neurodivergent employees are aware of and utilising their full annual leave allowance, use your regular 1-1’s to check-in
• Acknowledge mental health as a valid reason for sick leave: stress can result in exhaustion, anxiety, or unhappiness, taking the day off might be the best course of action., so make sure your employees know they can call in sick for mental health reasons

???Leadership commitment

In every edition of our newsletter, we emphasise the crucial role of leadership commitment in fostering an inclusive workplace. Even leaders who do not identify themselves as neurodivergent can make a significant impact by becoming advocates for neurodiversity and mental health.

By championing these issues, leadership can keep them at the forefront of the organisational agenda, helping to reduce stigma and promote a culture of inclusivity.

Advocacy from all levels of leadership—whether it's the C-Suite, Senior Management Team, Board Members, or Heads of People—reinforces the importance of neurodiversity, not just as a matter of policy, but as a driver of innovation, creative thinking, problem-solving, and staff retention.

Get your free ultimate guide to neurodiversity in the workplace

To help you empower your neurodivergent employees from day one, we’ve created the ultimate guide packed with insights and tailored solutions for organisations of all sizes. Get your ? FREE ? copy here and start fostering an inclusive culture in your organisation today.

Share your success story with us!

We want to hear from you! Have you:

?? Implemented new hiring methods?

?? Started employee resource groups?

?? Promoted a culture of acceptance?

Meet us in the comments below ???and share your organisation's success story in embracing neurodiversity and creating an inclusive workplace.

Your stories can inspire change.

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Keep an eye out for our next edition of Inclusive Workplaces, where we'll explore how to offer the right support for your employees with ADHD and offer practical strategies for creating inclusive environments for neurodivergent talent in the workplace.

CareScribe is on a mission to make the world more accessible. We build assistive technology which levels the playing field for people with disabilities and enables users to be more independent in their studies and at work. Our small but mighty team builds software that thousands of people love: lightning-fast dictation software, TalkType, and our live-captioning and note-taking product, Caption.Ed. Explore how CareScribe can help you create a more inclusive workplace.