Neurodiversity Celebration Week was celebrated just last week, aiming to challenge stereotypes and misconceptions about people with neurological differences. It is estimated that between 15% and 20% of the population of the UK is neurodivergent, meaning they have conditions such as autism, dyslexia, ADHD or dyspraxia. 
Despite the number of benefits that having a neurodivergent workforce brings, there continues to be a lack of neurodiversity within the workplace. For example, only 16% of autistic adults are in full-time paid employment and 45% of people with autism have lost or left their jobs because of the challenges they face. In this article, we consider the benefits of embracing a neurodivergent workforce and explore what can be done to champion neurodiversity at work.

The benefits of having a neurodivergent workforce

Neurodivergent people think and process information in a way that is different from the norm.  This enables them to approach tasks and situations in unique and creative ways. Research has indeed shown that neurodiverse individuals possess unique strengths in a number of areas, such as:

• Processing information: People with autism often excel at pattern recognition and spotting irregularities. The Australian Government Department of Defence has found success with its cybersecurity neurodiversity programme which plays to these strengths.
• Productivity and work quality: JPMorgan has an Autism at Work initiative, which found that neurodivergent employees are 90% to 140% more productive than neurotypical employees.
• Attention to detail: Neurodiverse employees often bring focus to complex, repetitive tasks, which they can sustain over a long period of time.

Although it is undeniable that some traits common to neurodiverse people can prove to be challenging in a fast-paced corporate environment, most of these challenges can be easily addressed and employers who embrace and support neurodivergence typically experience a more creative and innovative workforce.

What employers can do to champion neurodiversity

Given the obvious benefits of promoting a neurodivergent workforce, here are some of the ways in which organisations can champion neurodiversity among their employees:

• Recruitment: The majority of recruitment processes are typically designed for neurotypical people, which can unintentionally exclude neurodiverse individuals from the recruitment process. For example, eye contact in interviews is often given weight and this can be challenging for some neurodiverse people. Simple adjustments, such as redistributing the weight of desired skills or allowing for a change of scene and a physical activity during an interview, could boost both comfort and productivity for all candidates, not just the neurodiverse.
• Educate yourself and others: The more people know about the struggles that neurodiverse people face in the workplace, the less stigma there will be surrounding it. Strong advocacy shows that you take neurodiversity seriously, which will encourage neurodiverse individuals to apply for roles at your organisation.
• Training: Through appropriate training, staff can become more comfortable about how to talk about neurodiversity without the fear of "getting it wrong". Training for managers is a staple feature of neurodiversity-at-work programmes as it helps them understand the reality of neurodiversity, the importance of giving clear instructions, how to introduce change sensitively and assist employees with possible challenge areas.
• Technological adjustments: Inclusive technology is vital for neurodiversity and is relatively inexpensive for employers. This can include specialist equipment to assist with reading, such as colour filters and screens.

Recent government push to champion neurodiversity in the workplace

On 21 March 2022, Neurodiversity in Business (NiB) was launched to support neurodiverse employees in the workplace. In this initiative NiB and its founding members recognise that reasonable modifications by employers can enable more neurodiversity in the workplace and also benefit sustainability. 

The chief executive of NiB, Dan Harris, said that neurodivergent individuals can bring single-mindedness, attention to detail, innovative thinking patterns, diligence and creativity to bear on any number of practical business matters. This view further supports the argument that having a neurodiverse workforce brings benefits to both employers and employees. NiB hopes to offer greater support to neurodiverse individuals by working closely with employers and neurodiversity support organisations.

Conclusion

Having a neurodiverse workforce is beneficial to employees and employers alike and can be achieved through simple adjustments and education. Big changes can start with something as simple as minor alterations to the recruitment process in order to make it more neurodiverse-friendly. The more employers can attribute real value to people who think a little differently, the more they can drive innovation and a workforce that mirrors the world around us.

Click here to read our previous article, which considers the challenges and benefits that remote working brings for neurodiversity in the workplace.