Neurodiversity in the workplace

Maximising the contributions of neurodivergent employees requires implementing suitable adjustments and support systems within your organisation.

How to support neurodivergent staff

Employers can take several practical steps to foster an inclusive workplace culture that offers neurodiverse workers the support they need to thrive and reach their full potential.

Understand your legal obligations

It is likely that neurodivergent conditions, such as autism, would be deemed to be a disability for the purposes of the Disability Discrimination Act 1995. Employers must ensure they treat all employees and job applicants fairly and without subjecting them to unlawful discrimination, including unlawful disability discrimination. In the case of employees who are disabled, you will also have a legal duty to make reasonable adjustments. See discrimination against disabled people.

Offer reasonable adjustments

Making reasonable adjustments empowers employees and interview candidates to demonstrate their full capabilities, aligning with legal requirements and sound business practices. Examples of reasonable adjustments for neurodivergent workers include flexible working, modifications to the physical environment, adjustments to your recruitment processes, provision of assistive technology, and specific training. Often reasonable adjustments involve little or no cost to the business.

Prioritise individual needs when providing support for neurodivergent employees. Avoid assumptions and comparisons, as experiences and support requirements can vary significantly within the same neurodivergent category.

Embrace flexible working

Flexible working can help support neurodivergent employees with different needs and preferences for their work environment and schedule. Various ways of flexible working can help employers support neurodivergent staff to perform to the best of their ability.

Neurodivergent employees may benefit from flexible work options, allowing them to choose workspaces that cater to their sensory preferences, customise their work hours to align with their productivity patterns, and reduce the stress associated with commuting.

Create a workplace open and supportive of neurodiversity

Creating a culture of neurodiversity awareness and acceptance involves understanding and respecting diverse working styles and preferences. This creates a supportive environment where employees feel comfortable seeking support or reasonable adjustments without fear of judgement or misconceptions.

Provide training on neurodiversity

Implement training that educates employees about neurodiversity, the challenges for individuals with various conditions, and the valuable contributions a neurodiverse workforce can make to your business. This will foster a more inclusive and supportive workplace by increasing awareness, dispelling misconceptions, and promoting acceptance among colleagues. Consider incorporating sensitivity training and communication workshops into your training curriculum.

Develop a diversity, equality, and inclusion workplace policy

Develop a workplace policy that addresses neurodiversity. This will set out your views and support system available to all employees. It shows that as an employer you value cognitive diversity in the workplace and are willing to take steps to ensure inclusivity for neurodivergent staff. See equality and diversity workplace policies.

Adapt management styles for neurodiversity

A one-size-fits-all management style will not get the best from your staff. Managers should adopt a flexible and individualised approach to managing and supporting neurodivergent staff. Managers should ask neurodivergent employees about their preferred communication methods e.g., some neurodivergent staff may prefer email or instant messaging over phone or video calls. On the frequency of meetings, some staff may prefer weekly check-ins over daily catch-ups.

Managers should provide clear and specific guidance, instructions, and expectations to neurodivergent employees. Written guidelines or checklists for work tasks may be helpful for some staff. Provide managers with relevant training to enhance their understanding of neurodiversity and develop the skills needed to lead neurodiverse teams effectively.

Offer mental health support

Neurodivergent staff may be more vulnerable to mental health challenges, particularly in workplaces that lack flexibility and support. Prioritise mental health support for all staff by providing resources and promoting a culture of well-being. Invest in training that equips staff with mental health resilience skills, enabling them to recognise early warning signs and take proactive steps to address potential issues.

Remember, the support you provide to neurodivergent staff should be ongoing. Don’t make the mistake of thinking once you’ve provided some initial support you are finished. You should continue to listen and respond to each request for adjustments and help. See how to support employees with mental ill health.

Establish a neurodivergent employee resource group

You could encourage staff to set up an employee resource group for neurodivergent people and their allies. This can help establish a forum where individuals can share experiences and support each other. See more on creating staff forums.