Neurodiversity refers to different ways the brain can work and interpret information. It is an umbrella term for a varied set of skills profiles that includes dyslexia, dyspraxia, ADHD, Tourette’s syndrome, autism and more. Neurodiversity impacts around 15-20% of the UK’s population. There has been much recent development in neurodiversity conditions, with more public awareness, destigmatisation of conditions, and improved diagnosis processes.
There are many benefits to a company having a neurodiverse workforce, with neurodiverse employees complimenting and extending the existing skillset of the neuro-typical workforce. Various studies have found neurodiverse employees to be more productive than the neurotypical population, with the added benefit that they bring fresh perspectives to a team, at the same time as creating a much more positive, engaged and inclusive culture within a business.
Companies should recognise there is not just one correct way of thinking or processing information. Varying neuro-diversity within a workforce can really enhance a team’s dynamics, abilities and skill-set. The effects of each neuro-diverse condition will vary, but companies can expect that employees with a neuro-diverse condition may have better skills than neuro-typical employees in some of the following areas:
- Creativity
- Problem solving
- Empathy
- Fine motor skills
- Technical areas
- Memory
- Honesty and reliability
- Precision and attention to detail
Neurodiverse individuals face barriers not only in their diagnosis journey, but also in entering into and remaining in employment. To move towards a more neuro-diverse inclusive culture, a business should consider take some of the following steps:
- Being open and seeing the strengths of an inclusive and neuro-diverse workforce, and not just considering the potential challenges.
- Considering the recruitment processes at the company and reviewing them thoroughly, making adjustments to ensure there are no barriers for neuro-diverse applicants that reduce chances of a successful appointment.
- Informing, enabling and training line managers to understand and support neurodiverse employees.
- Making reasonable adjustments where required to support neuro-diverse employees succeed in their role and within the company.
- Understanding that conditions affect every neuro-diverse individual differently. There is not a ‘one size fits all’ solution, rather businesses should individualise any adjustments and support in place with a person centred approach.
- Setting up ‘employee resource groups’ or ‘affinity groups’ – these can be formed by employees and act as a network for connection, awareness and supporting each other
- Educating and informing all employees on neurodiverse conditions and the company’s inclusive culture
Kimberley Wallace is Senior HR Consultant at Nockolds HR. To discuss neuro-diversity at work, or other aspects of inclusion and diversity, please contact Kimberley directly on kim@nockoldshr.co.uk / 07584 575 212.