Uncategorised Unlocking Talent: A Powerful Approach to Neurodiversity in the Workplace

Harnessing neurodiversity in the workplace is something we’ve been asked about increasingly. So, we asked our neurodiverse specialist, Cherri, to prepare a couple of articles around how employers can get the best out of their neurodivergent workforce. This first article provides background and clarity on what we mean by neurodiversity.

Autism, ADHD, Dyslexia, Dyspraxia, Tourette’s, Obsessive Compulsive Disorder…these are terms that get bandied around a lot these days, so you may have heard them. However, do you really understand what they all mean?

We need to understand what these terms mean to avoid stereotyping and also to alleviate anxiety when we encounter someone with a diagnosis. To this end, we’ve put together a short guide.

Neurodiversity – Different types of neuro ‘being’:

 

Neurotypical – Individuals whose brain development and functioning align with societal norms and expectations.

Neurodivergent – Individuals whose neurological development and function are atypical compared to what is considered neurotypical.

Neurodiversity – The view that neurological differences are natural variations of the human brain, rather than a disorder or deficit.

Below are some common terms you may encounter when discussing Neurodiversity, along with some considerations that will help keep your workplace running smoothly.

Autism

Common Traits: Communication differences, social awkwardness, repetitive behaviours, need for routine, sensory sensitivity, different ways of learning, attention/focus

Workplace Considerations:

  • Use clear, direct language to avoid misunderstandings; individuals with autism often have a literal understanding of language, so sarcasm and idioms can be particularly confusing to them.
  • Provide written instructions to help with maintaining or regaining focus.
  • Set structured tasks and routines.
  • Clearly set out the role, the duties they are to perform, and your expectations of behaviours and outcomes.
  • Be cognizant of noise and lighting, and if necessary, make adjustments to minimise sounds and bright lights.
  • Respect social event turndowns and non-participation in social chat.
  • Ensure meetings have a structure, and especially in one-on-one sessions, maintain respect for non-verbal cues, such as avoiding eye contact.

Neurodiversity in the workplace

Attention-Deficit/Hyperactivity Disorder (ADHD)

Common Traits: Difficulty with focus, inability to sit still, impulsivity, challenges around regulating emotions.

Workplace Considerations:

  • Break tasks into smaller segments.
  • Use a variety of methods to disseminate information, including visual prompts.
  • Use schedules, planners, reminders, timers, and other tools to help with task management focus.
  • Keep meetings brief and organised by topic.
  • Schedule short breaks to allow time to refocus.
  • Allow sufficient time for processing/task undertaking.
  • Provide clear instructions and check they’ve been understood.
  • Follow up verbal communications with written.

Dyslexia

Common Traits: Difficulty with reading, language, spelling, writing, and memory processing.

Workplace Considerations:

  • Use clear and concise communication. Avoid ‘filler’ words and phrases, and jargon.
  • Provide verbal communication as a summary alongside written instructions.
  • Allow the use of tools such as speech-to-text and text-to-speak.
  • Provide clear formatting for written documents, including sufficient spacing, headings, and bullet points.
  • Allow additional time for reading and writing tasks.
  • Provide audio documents if possible.
  • Use colour coding

Woman at desk with head in her hands

Dyspraxia

Common Traits: Challenges with planning, organising, coordination, movement, and communication processing.

Workplace Considerations:

  • Break tasks into smaller segments.
  • Use tools such as calendars, reminders, and planners.
  • Give clear, step-by-step instructions.
  • Allow sufficient time for tasks.
  • Ensure their workspace is uncluttered and not chaotic or too noisy.
  • Provide support if manual handling or fine motor skills are needed for tasks.
  • Avoid language referring to being ‘clumsy’.
  • Be patient if processing time or speech takes longer.

Tourette Syndrome

Common Traits: Physical and vocal tics, inappropriate language, focus issues, impulsivity, and emotional instability.

Workplace Considerations:

  • Avoid drawing attention to tics.
  • Promote a no-tolerance policy for harassment/jokes around tics.
  • Adjust your communication style.
  • Allow flexible working.
  • Give workspace options so the individual feels comfortable with their surroundings.
  • Allow short breaks for management of tics.
  • Learn about and be aware of individual triggers to make effective adjustments.
  • Have support in place for meetings or customer interactions where tics may become more prevalent, and outline the action to take if this occurs.

Obsessive Compulsive Disorder (OCD)

Common Traits: Intrusive thoughts, repetitive actions, attention span, and excessive actions.

Workplace Considerations:

  • Create a calm environment.
  • Identify triggers and adjust where possible to avoid over-exposure to these.
  • Avoid using OCD as a humorous term.
  • Allow non-work-related notetaking to offload thoughts.
  • Allow additional time for set routines to be carried out.
  • Schedule in short breaks for re-focus time.
  • Provide clear and concise instructions, accompanied by checklists or structured workflows. This will help avoid grey areas of tasks being left unfinished.

It’s essential to understand and remember that each individual will be different and will have different needs: Two people who have Autism, for instance, may have very different traits, and this needs to be taken into consideration – there isn’t a ‘one size fits all’ methodology.

Neurodiversity

We’ve highlighted a few of the thoughtful adjustments that can help support a neurodiverse workforce. Far from being a challenge, these adaptations are an opportunity to unlock each individual’s strengths and build a truly exceptional team.

The benefits of Neuro-inclusion within the workplace are vast; here are just a few:

  • Diversity, neuro or otherwise, taps into alternative ways of thinking and encourages innovation: homogeneity is the killer of creativity!
  • Builds a stronger, happier team with a larger pool of ideas and skillsets.
  • Attract a larger pool of potential high-quality talent and retain them.
  • Enhance decision-making and actions by gathering diverse views and perspectives.
  • Increase service standards/customer service by understanding diverse individuals.
  • Creates a culture of understanding and inclusivity, increasing employee loyalty and productivity

Under the Equality Act 2010, UK employers are required to make reasonable adjustments to support Neurodivergent employees and create a fair and inclusive workplace. But it’s not just about legal compliance – when you promote Neuro-inclusion, you foster trust, loyalty, and a happier workforce overall.

For HR advice and support, consider taking advantage of our complimentary one-hour consultation offer. We always try to solve your challenge within this hour if we possibly can! You can book your hour here.