Neurodiversity in the workplace

I was recently involved in a small focus group at TPP regarding our new Inclusive Recruitment Guide and someone mentioned their neurodivergence and how they assimilate information differently. As we were going through the exercise, I realised first-hand how powerful it can be to have cognitive diversity when resolving an issue or overcoming challenges. I already knew the benefits of having diverse teams (see blog here) but this was the first time I had single handily evidenced it myself. With two colleagues who are dyslexic and one of them who has dyscalculia and ADHD, I realised our approaches to the task had been completely different, which I found fascinating. This is a small example but one that really made me realise the importance of not only having diversity in terms of ethnicity, gender, socio-economic backgrounds, life experience etc, but also to bring neurodivergence into the mix. Being inclusive in how you solve issues will undoubtedly make teams more innovative and forward-thinking.

Types of neurodivergence

It’s important to remember that there are several neurological differences including: Autism Spectrum Condition (ASC), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia/Developmental Co-ordination Disorder (DCD), Dyscalculia, Dysgraphia and Tourette Syndrome which are all recognised like any other human differences such as gender and race. According to Neurodiverse UK, ‘’while most people are neurotypical, meaning that their brain functions and processes information in the way modern society expects it to, around 1 in 7 people in the UK (more than 15%) are neurodivergent, meaning that their brains function, learn and process information differently.’’ These are often conditions that unless you or someone close to you have, you will have a limited understanding of, and you may not know how to embrace these differences.

What to consider to ensure you have an inclusive approach to neurodiversity

In an excellent podcast around Neurodiversity in the workplace, our partners at Inclusive Employers convened a panel to provide some insight and advice on working with neurodivergent colleagues. Here are a few of the key takeaways:

-       Do not use a broad-brush approach as people have different things they need. It is key to have conversations with individuals to avoid having surprises down the line. Consider what support and flexibility you can offer as an organisation or manager and what can be offered more permanently as the pandemic has been really challenging for everyone but it is harder for some to adapt.

-       Consider having ‘’inclusion passports’’ where individuals can write out their needs, ensure a full assessment of home working set-ups and whether some individuals have different equipment needs. Create virtual communications guidance.

-       Review your recruitment processes: How are you supporting those from neurodiverse groups? How can you get the best out of them and ensure they feel supported?

-       Consider employee assistance programmes and access to work schemes to get extra support.

-       Finally, start thinking about it today and prepare so that people are not worrying about how their future in the workplace will look in a few months’ time. Ensure the conversation is ongoing and review regularly.

The Neurodiverse UK website states ‘’Neurodivergent individuals have made important discoveries throughout history, are proven innovators, creatives and pioneers, and the modern society that often rejects difference would not be as advanced as it is without neurodivergent minds.’’

How and why to attract & retain people with a neurodiversity

The podcast also highlighted some key elements to consider in terms of why and how to attract & retain people with neurodivergent conditions and the positive impact they can have:

-       They bring a unique approach to problem solving and creative solutions in the workplace and their skills and capabilities bring a competitive advantage.

-       There is an untapped pool of talent out there as for example with autism, only 22% of autistic adults are in employment.

-       Review interviewing processes, offer alternatives and be flexible. Often (and with good intentions) some organisations are discriminating whilst not even realising it.

-       Demonstrate that as an organisation you do want neurodivergent talent. For example, you can participate in campaigns like Learning Disability Work Experience Week.

-       Once you have neurodivergent talent, you need to demonstrate what you are doing to ensure they are well supported so that they succeed. Consider role-modelling or invite them to share their stories which will encourage others to come forward, self-advocate and be more willing to discuss their condition. Casting a spotlight on successful role models is an important part of making workplaces more inclusive and diverse.

The advice from Inclusive Employers to ensure all individuals can thrive in the workplace

-       Ensure that what you are doing is imbedded in your diversity & inclusion strategy and in policies.

-       Define why this is important to your organisation and give your neurodiverse employees a voice.

-       Ensure you have a 360 picture of what the experience in the workplace is for neurodivergent staff (it is not just about having a group/committee).

-       Finally, do not shy away from having the conversations, there’s plenty of information out there so don’t put this off and start having those discussions with your teams now. Amplify those internal and external voices with those with lived experiences. Empower line managers to have these discussions. Eventually, these conversations will become normal and part of everyday life.

Neurodiverse UK says ‘’Neurodiversity is not about stripping people from their diagnosed conditions - not at all! It is about celebrating that these conditions exist, are a normal part of human existence and eliminating the stigma and misconceptions around them.’

We all know now that diversity & inclusion is a journey and we don’t all have the answers but now is the time to start having those discussions, finding out what other organisations are doing and sharing best practice so we can all move forward with achieving our D&I goals and developing more inclusive policies.

How TPP can help

To learn more on the subject, you can also view my colleague’s recent blog here. TPP have recently launched an Inclusive Recruitment Guide to help organisations drive their D&I strategy and we have a D&I Hub on our website with lots of tips and advice on a range of topics.

As part of our action plan we committed to make all information available in accessible formats and offer adaptations where feasible to improve accessibility, we are therefore delighted to launch Recite Me’s assistive technology on the TPP website to ensure candidates experience an inclusive online journey, including those with a neurodiversity. Recite Me is a cloud-based web accessibility assistive toolbar solution that allows website visitors to customise a site in a way that works best for them.

Our COO wrote an article about how to kick start your D&I strategy which you can read here. If you would like to discuss how we can assist you in achieving your D&I goals, please do not hesitate to get in touch with the Leadership & Governance team at TPP on 0207 198 6060 or [email protected]. We would also love to hear what your organisation is doing to achieve a more diverse and inclusive workplace so please feel free to comment or get in touch. You can follow TPP Recruitment on LinkedIn and Twitter as well as our Consultants Brigitte Stundner and Matt Adams.