Every person is different, and at work, we all need to ensure that our workplace is accommodating, equitable, and welcoming to everyone. However, for the 15-20 percent of people who are considered neurodivergent, it's not just about making allowances; it's about understanding a person's differences and making sure that they are able and encouraged to use their skills and attributes for the benefit of their team and the larger organisation.
A neurodivergent person is someone whose brain processes information and functions differently than most people, sometimes referred to as the neurotypical population. Neurodivergent people may have one or more conditions such as dyslexia, dyspraxia, dyscalculia, attention deficit/hyperactivity disorder (ADHD), autism, or Tourette's syndrome.
Neurological differences
Those whose brain functions as society expects are described as neurotypical. Someone may be considered neurodivergent if their brain learns, functions, or processes information differently from most people. However, the idea of "majority" and "normal" functioning needs to be seen in perspective because the 15-20 percent of neurodivergent people worldwide amounts to a lot of people.
Neurodiversity is a broad term that encompasses a range of cognitive styles, including autism, dyslexia, dyspraxia, dysgraphia, attention deficit/hyperactivity disorder (ADHD), dyscalculia, and Tourette's syndrome.
However, not every person with a neurodivergent thinking style will present in the same way, just as not every person who is neurotypical thinks the same way. This is because individuals may experience different characteristics or mannerisms. This is sometimes referred to as being on a "spectrum." It is also possible to be neurodivergent in a range of ways. It's important to remember this to avoid stereotypes both in and out of the workplace.
The benefits of neurodiversity at work
When managers and employees become more aware of neurodiversity and how to support their neurodivergent colleagues, your entire organisation can benefit. Neurodivergent employees commonly bring a range of skills and attributes to the workplace, including creativity, lateral thinking, innovation, strategic insight, and high levels of consistency in performance. Your team may also benefit from having people with different perspectives and methods of thinking on it.
Unfortunately, neurodivergent colleagues may hide their differences for fear of being judged or discriminated against. Although neurodiversity is not a disability, some people will find they need specific accommodations in the workplace.
Some may describe this as having a "non-visible disability" because it may not be visually apparent that someone is not neurotypical. Some evidence demonstrates that many will only tell a manager or human resources (HR) representative if problems arise and they feel they have no other option.
Adapting to the needs of the neurodiverse
Most working environments are full of potential distractions or barriers that can negatively affect neurodivergent employees. For example, employees with ADHD or autism can be particularly sensitive to certain sounds, sights, and smells.
You can help make your employees more comfortable by making a few simple adjustments to the workplace.
Take into account the different sensory needs of your team. For example, you may want to limit the information or bright artwork displayed on walls.
Think about how sound might affect your team. Put up dividers in appropriate areas to help block and reduce noise. Create dedicated quiet areas. Regularly remind the team to be considerate to their colleagues and keep unnecessary noise to a minimum.
Allow team members to book meeting rooms for tasks requiring much concentration. The need for quiet places is not unique to neurodivergent individuals, but it can provide them with a designated quiet zone to rely on when or if they are feeling overstimulated.
Provide visible instructions for office equipment such as photocopiers. Ensure these instructions are clear, for a range of individuals with potentially different reading comprehension levels, or for those who may not have English as their first language. Simplified language, when possible, is best practice.
Give people organisers, lockers, cabinets, and name labels to help them organise their space and equipment.
Be flexible. If a neurodivergent team member feels overwhelmed or distressed because of a situation or environment at work, give them the positive support they need. Be open to adjusting their accommodations so they can continue contributing positively to their team.
Ask your HR department to update your policies and guidance on disability, including neurodivergence. Ensure that everyone knows this information and that it is easy to find.
Showing support for neurodivergent team members
If you are a manager, taking a few simple steps to promote awareness and acceptance of neurodiversity at your organisation can help neurodivergent colleagues feel supported and accepted.
Highlight what you're doing to make the workplace more suited to neurodivergent employees. You can do this during team meetings or via your intranet or company newsletter.
Hold awareness days, run campaigns, training, and workshops on neurodiversity. Encourage your team to take some time to learn about the different neurodivergence forms and join in yourself.
Make supporting neurodiversity a part of your company culture. Ask volunteers to be "neurodiversity champions" and create a support network. Make sure their activities are regularly communicated to the workforce.
If appropriate, encourage neurodivergent senior managers and leaders to discuss their neurodivergence. Where possible, these should relate to the work being done in your organisation to support neurodiversity.
If your employees work from home, consider asking them what changes can be made to ensure they are well supported. You may not be able to adjust the physical environment that they work within. However, changes could still be made to ensure that they are given adequate time, support, and resources, as needed.
Supporting neurodivergence in the workplace – a win win
Having neurodivergent staff offers clear benefits beyond legal obligations for fair workplace treatment. Those who are neurodivergent may be particularly strong in:
Promoting and supporting neurodiversity within your workplace can help attract and retain a highly skilled, diverse, and innovative workforce. It can also increase productivity, assist with recruitment and retention, and ultimately help your organisation recognise the needs of neurodivergent customers as well.