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Celebrating and supporting neurodivergent employees

We’ve put together some tips on how employers can support neurodivergent employees.

27 Mar 2024

Catherine Ngo

Content writer, presenter and podcaster

Last week was Neurodiversity Celebration Week, an event held annually and stands as a beacon of inclusivity and understanding. It's a time to acknowledge and celebrate the unique strengths possessed by neurodiverse individuals while simultaneously challenging misconceptions and preconceived notions. Last week, people and organisations worldwide joined forces to foster a workplace where neurodiverse individuals feel included, and valued.

This year, Neurodiversity Celebration Week is from 18 March to 24 March 2024. There are many ways workplaces can participate in celebrating. We’ve put together some tips on how employers can continue to support neurodivergent employees.

What is neurodiversity?

Neurodivergence encompasses unique thinking patterns and cognitive abilities that set individuals apart from the norm. While everyone possesses distinctive thought processes, the term neurodivergent commonly describes people with significant variations in their neurocognitive makeup.

These variations can challenge specific areas but often bring remarkable strengths in other domains. For instance, an individual may need help with written communication yet excel in delivering presentations to stakeholders.

Many conditions fit under the ever-growing definition of the term 'neurodivergent', for example:

ADHD
Autism
Dyslexia
Dyscalculia
Dysgraphia
Dyspraxia
Developmental Language Disorder
Tourette's Syndrome

Neurodivergent people usually have one or more of these conditions, but this list isn't exhaustive, and there may be people with other conditions who are still neurodivergent.

How can employers support neurodivergent team members?

Establish policies and procedures

Having a neurodiversity or reasonable adjustments policy means that neurodivergent employees feel confident in disclosing and seeking support at work.

Centralising your processes, such as having identifiable contacts who can offer coaching and support, can make these inclusive and effective.

Refresh your recruitment process

Rethink the concept of a "good candidate" in the hiring process. For example, certain social norms, such as a firm handshake or maintaining eye contact, may be challenging for neurodiverse individuals.

Hiring managers should focus on asking the right questions to uncover an individual's genuine skills and capabilities. For instance, EY eliminated surprise elements from their interviews—if the job doesn't require quick thinking, it's unnecessary to assess that during the interview.

Providing experienced interviewers with knowledge and understanding of neurodiversity offers several benefits. They can furnish interviewees with interview questions beforehand, offer breaks when necessary, and ensure a comfortable and accommodating environment with reduced sensory stimuli and distractions. These accommodations level the playing field, ensuring neurodiverse candidates have an equal chance to excel in the interview process.

Remember that resumes often fall short of capturing the whole picture. Since many neurodiverse individuals have difficulty finding suitable employment, they frequently possess transferable skills or are self-taught.

Create a strong diversity and inclusion strategy

Recently, there has been a growing emphasis on educating companies about the advantages of hiring neurodivergent individuals. Josh Bersin, a leading HR thought leader, conducted an in-depth study that tracked the business performance of 450 companies alongside 128 talent management practices. The study revealed that companies with greater diversity significantly outperformed their peers.

In addition, a study by Accenture demonstrated the financial benefits of hiring individuals on the autism spectrum. Companies that hired autistic individuals achieved, on average, 28% higher revenue, twice the net income, and 30% higher economic profit margins compared to other companies that were included in the research.

Neurodiverse brains are often incredibly creative and detail-focused and often carry, on average, higher artistic, creative and mathematical skills. Providing a supportive work environment could mean providing opportunities for employees to set up their schedules around how they work best. Having short-term projects can help to inspire and challenge and have more open conversations with team members about what they need to be successful.

Over to you

Despite the progress made in discussing neurodiversity, much still needs to be done. While the focus has primarily been on Asperger's Syndrome, various other forms of neurodiversity, including, but not limited to, ADHD, dyslexia, Tourette's syndrome, and dyspraxia, must be recognised and celebrated.

It's important to understand that neurodiversity should not be seen as a disability but as a unique and valuable aspect of human existence. By embracing and celebrating the strengths and abilities of neurodiverse individuals, we unlock a vast potential that can positively impact society.