Embracing Neurodiversity is The Key to Workplace Innovation and a Thriving Business
Around 15-20% of the population of the world is neurodivergent. Often neurodivergence is misunderstood and even excluded from society and the workplace. Up to 10% of the world’s population have dyslexia, 6% have dyspraxia, 5% have ADHD and 1-2% have autism. Source: National Library of Medicine
96% of employers think there are benefits to having a neurodiverse workplace.
Although one of the prominent characteristics of neurodivergent people is their creativity, 75% of creative industry employers do not have policies in place to support neurodivergent staff.
Other neurodiverse conditions include dyscalculia and Tourette’s Syndrome. Often a person has more than one type of neurodivergence. This is referred to as a crossover. For example, around 50 to 70% of people diagnosed with autism will also have signs of ADHD.
According to an online poll carried out by IOSH (the Institution of Occupation Safety and Health) 70% of neurodiverse people said they hadn’t told their current employer about their condition. Some 50% said they would not disclose their condition on a job application.
The above statistics just confirm that more needs to be done to support neurodiversity, especially in the workplace.
Some common types of neurodiversity
ADHD
Attention Deficit Hyperactivity Disorder is a condition that affects people’s behavior. People with ADHD can seem restless and may have trouble concentrating. They tend to act on impulse and can also have additional problems such as sleep and anxiety disorders.
Examples of skills that people with ADHD can bring to the workplace
People with ADHD are high energy creative individuals. They are creative thinkers and a common trait is their ability to hyper focus on a task, which means they can make excellent problem solvers.
Autism
Autistic people may find it hard to communicate and interact with other people. They may struggle to understand how other people think or feel. Environments with bright lights or loud noises may be overwhelmingly stressful or uncomfortable for them.
Sadly, only 16% of autistic people are in full time paid work, and just one in five autistic people in the UK are in any form of employment.
Examples of skills that people with autism can bring to the workplace
They have a strong attention to detail and excel in tasks with analytical thinking. Some examples of careers that autistic people can thrive in include computer programming, accounting and engineering.
Dyslexia
The Mayo Clinic defines dyslexia as a learning disorder that involves difficulty reading due to problems identifying speech sounds, and learning how they relate to letters and words. Also called a reading disability, dyslexia is a result of individual differences in areas of the brain that process language.
Approximately 780 million people worldwide are dyslexic (about 1 in 10). Interestingly around 60% are men and around 25% of CEOs are dyslexic.
Examples of skills that people with dyslexia can bring to the workplace
Dyslexic people are creative problem solvers with a great eye for design and can provide fresh perspectives on original solutions that may not be apparent.
How to communicate effectively with neurodivergent people in the workplace
Communicating effectively with neurodivergent people in the workplace is essential for fostering an inclusive and productive environment. Neurodiversity encompasses a range of cognitive variations, including autism, ADHD, dyslexia, and more, which can influence how individuals process information and interact with others. Understanding these differences and adopting communication strategies that accommodate them not only promotes equity but also enhances collaboration and innovation. This requires active listening, clear and direct communication, flexibility in methods, and a genuine willingness to adapt. By cultivating an inclusive communication culture, workplaces can unlock the full potential of all team members, regardless of their neurocognitive differences.
Use clear and direct language: Provide written and verbal instructions. Make sure to breakdown information into sections.
Encourage questions and clarifications: Use visual aids and provide consistent feedback.
Establish clear expectations from the outset: be patient and empathetic.
How to create an inclusive environment in the workplace
Create sensory friendly communication environments: This can include adjusting the lighting, reducing noise levels and creating spaces where employees can take sensory breaks.
Educate and raise awareness: You could provide training sessions for all employees to understand neurodiversity and share information about different types of neurodivergence. Creating awareness campaigns and clear communication guidelines will help workers understand the importance of inclusivity.
Implement flexible working arrangements: Consider offering flexible working hours and remote work options and allow for customised spaces.
Provide reasonable accommodation: Consider making adjustments to the work environment, for example investing in ergonomic furniture, creating quiet workspaces and buying equipment such as noise cancelling headphones.
Foster a culture of respect and inclusion: Look to promote empathy, understanding and respect among all employees and recognise the value and unique contribution that neurodivergent individuals bring to the workplace.
Implementing some of these strategies within your organisation can create a more inclusive, supportive, and productive environment for neurodivergent employees, ultimately benefiting the entire workplace.
Neurodiversity in the workplace
Having a neurodiverse workplace encourages greater diversity of thinking. They will often look at the world differently and they can therefore offer new and interesting perspectives and out-of-the-box ideas.
The Neurodiversity at Work guide was published in 2018 by the CIPD. This provides guidance for HR professionals on supporting neurodivergent employees. The two main aims of this guide are to raise awareness of neurodiversity in the workplace among employers and to inspire more employers into action by taking steps to encourage neurodiverse job applicants, and remove potential friction points in the hiring process and supporting staff to achieve their potential.
You can also read IOSH’s full whitepaper on Embracing neurodiversity at work here: https://iosh.com/media/df3b0cj2/sd2254-divergent-thinking-white-paper-v4.pdf
