Workplaces are evolving, but are they truly inclusive? Amidst shifting employment landscapes, increasing diagnoses, and evolving discussions about mental health, businesses are seeing an increasing need to recognise and support neurodivergent employees.
ADHD, autism, dyslexia are important topics in today’s society, but these are not just buzzwords, but realities for millions of workers navigating environments that were rarely designed with them in mind.
Research suggests that around 1 in 7 people in the UK have a form of neurodivergence, meaning their brains process, learn, and interpret information differently from what is traditionally considered “typical.” However, many workplaces still operate under outdated expectations of productivity, communication, and behaviour, often sidelining talented individuals in the process.
Despite the increased awareness and acceptance of neurodivergent conditions, certain stereotypes, preconceptions and stigmas can still exist, whether people are conscious of it or not, and there is still work to be done to ensure that neurodivergent people feel accepted, valued and equal within the workplace. The Autism Employment Gap report highlights that the majority (60 per cent) of employers are worried about getting support for an autistic employee wrong.
Making small workplace adjustments to support neurodivergent employees enables businesses to improve employee retention, productivity and wellbeing by cultivating a more diverse workforce. According to Harvard Business Review, companies that actively prioritise inclusivity can see significant benefits, including a 19% increase in revenue compared to those that do not.
Here are some simple ways for your business to help break the stigma and foster a culture of acceptance within the workplace:
Promoting inclusion through training and education
The first step for organisations to consider is the strategic implementation of training and workshops for all employees. By providing training and access to guidance regularly it ensures that all staff, including new hires, are knowledgeable on neurodiversity, its benefits within the workplace and how best to support neurodivergent colleagues.
By raising awareness, organisations can foster a culture that values and welcomes diverse perspectives, promoting acceptance, understanding and empathy across the workforce, enabling teams to collaborate more effectively.
A positive culture of awareness and understanding will go a long way to reduce the stigma that often exists and enables neurodivergent staff to feel more seen, heard and accepted in their workplace, allowing them to focus solely on the task at hand. This can lead to an increase in workplace wellbeing, and a positive impact on motivation, productivity and collaboration, by ensuring that their place of work is a positive and welcoming environment each day.
Alongside training, organisations can take the next step to implement clear policies across the business that prohibit discrimination, bias, harassment, or updating its working practices to identify any barriers or challenges that may affect neurodiverse colleagues. It is crucial that changes to formal policy are communicated effectively across the business to ensure they are applied correctly.
Use inclusive language in communications
Words are a powerful tool and using them in the correct manner can help neurodivergent colleagues to feel included and respected. Incorporating positive and inclusive language in all communications within the workplace, from written job descriptions and company policies, down to verbal feedback and day-to-day colleague interactions.
Throughout training, it must be stressed that all staff should avoid using negative stereotypes or labels when discussing neurodiversity to avoid perpetuating negative stereotypes or making colleagues or uncomfortable.
An easy way to incorporate inclusive language is to ask people directly how they wish to be addressed or identified within the workplace. Being accommodating and respectful to colleagues in this manner allows them to define themselves in a way that feels most comfortable and true to themselves. However, it is imperative that this is only in situations when a colleague has already expressed their neurodivergence to the team to encourage conversation and is willing to discuss it.
Neurodivergent people interact with the world differently in other aspects too, so incorporating small adjustments to routine tasks or interactions can have a meaningful impact. For example, using clear, concise instructions when setting tasks, and being explicit in expectations can help ensure that all individuals are on the same page and there is no room for miscommunication.
Allow for flexibility and accommodations for neurodivergent colleagues
Depending on an individual’s neurodivergence needs, there are a number of physical modifications to the workplace that can make staff feel more comfortable. Providing quiet, flexibly lit and cozy areas, often designed in muted colours to promote relaxation, is a simple way to make the workplace more inclusive for those with sensory needs.
Fabrics and styles of clothes often have an impact too. When it is possible to do so employers can promote a flexible dress code within the office to accommodate those with clothing preferences. This includes the use of headphones in the office, which are often worn to reduce overstimulation and sensory input, and allow for more focussed working. Enabling your spaces and rules to be flexible provides a calming and relaxed working environment for all staff to benefit from.
Alongside physical accommodations, it is also important for workplaces to allow flexible arrangements around ways of working. This can include options such as providing a quiet environment with minimal distractions and stimulation for quiet focussed working, options for remote working, reduced hours, structured routines, clear and concise tasks, supportive software, and reduced pressure to attend work social events.
Leadership support and championing diversity
For senior leaders and line managers implementing inclusive practices and setting a positive example is key. The culture of acceptance and inclusivity should stem from the top of the business to ensure it extends organisation wide. Whether this is through promoting equality and diversity through internal staff newsletters or blogs, challenging other senior leaders to consider issues, or leading the charge to recognise the unique contributions of neurodivergent employees.
Some organisations may choose to take part in neurodiversity awareness events and celebrations to ensure that colleagues are valued and made to feel accepted within the business, while recognising and celebrating their successes.
Dr Simon Le Clerc MStJ, is the Medical Director at HealthCare In Mind, a dedicated service offering private autism, ADHD and mental health assessment treatments and therapies, to improve access to high quality mental health diagnoses and address the growing wait times for critical mental health support.
