Neurodiversity in the Workplace

Diverse workplaces produce environments of positivity, creativity and innovation through collaboration and a collective of different ideas. However, when it comes to cultivating a diverse working environment, neurodiversity is often overlooked.

Despite greater awareness of neurodiversity coinciding with increased efforts for more inclusive and diverse workplaces, neurodivergent people are less likely to be considered in these efforts. In 2024, a study discovered that only 56% of diagnosed neurodiverse individuals are in full-time employment, with 23% struggling to find permanent full-time employment.

These figures are not reflective of the benefit neurodiverse individuals can provide an organisation. Data suggests that 15-20% of the population may be neurodivergent, with an estimated 1 in 10 people in the UK officially diagnosed as having a neurodiverse condition. Huge sections of the population may be neurodiverse and can offer organisations huge returns.

Studies by Deloitte have found a workplace that are inclusive of neurodiverse individuals are up to 30% more productive due to the different approaches they bring to a working environment. Neurodiverse inclusion is not only a benefit to workplace culture but also to organisational success.

Related article: What is Neurodiversity?

Why is neurodiversity important in the workplace

Neuroinclusion and tangible workplace support for neurodiverse individuals can lead to an increase in productivity. A prime example of this is a study that found that employees diagnosed with autism can be 140% more productive when starting in a new role and often outperform current employees.

Supporting neurodiverse individuals and their skillsets could be the solution to specific problem your team are unable to rectify. Neurodivergent conditions are often associated with various traits which could be beneficial in a working environment. Some of these traits include visual thinking, attention to detail, recognising patterns and high levels of creative thinking to fuel innovation. Many organisation leaders understand this and are moving away from seeing the inclusion of neurodiverse individuals as a topic they must manage and as more of an opportunity for growth.

Alongside the specific skills and increase in productivity, it is estimated that people who are diagnosed with neurodiverse conditions such as autism boast a 90% employee retention rate. These combined factors lead to not only a more productive workforce and organisation, but a more consistent and cost-effective organisation.

Recruiting neurodiverse individuals provides more to an organisation than qualifications and experience, it affords specific skillsets that are necessary for specific roles. Examples of this include:

• Accounting

Different types of neurodiverse conditions can be extremely beneficial in an accountancy role. Traits associated with conditions such as Autism Spectrum Disorder (ASD) include extreme attention to detail and excellent long-term memory to effectively spot patterns and problem solve in the role.

• Data analyst

Analysing data is something that requires dedicated concentration and repetition. Due to this, neurodiverse individuals excel in the role due to their different ways of thinking. They can find creative new ways to address a task and make it more efficient.

• Graphic designer

Creative roles such as graphic design require inspired visual thinking skills alongside attention to detail. Neurodiverse individuals can bring a spark of ingenuity to the role of a graphic designer.

• Quality control inspector

The ability to be precise and have a strong memory whilst working in a clearly defined role is a necessity for the role of quality control inspector. The attention to detail and the ability to spot minor differences is key to the role, all of which are traits typically associated with various neurodiverse conditions.

How to support neurodiversity in the workplace

Supporting neurodiverse people in the workplace can initially seem a daunting task. Due to the lack of awareness surrounding different conditions and the associated stigma, organisations can be weary of how to address any concerns. However, supporting neurodiverse individuals in the workplace is the same as supporting neurotypical individuals. Leaders and management simply need to remain aware of what each condition entails.

Employers with this understanding will know how to get the best out of neurodiverse employees through accommodating any struggles they may face and uplifting their strengths. There are a multitude of effective methods in supporting neurodiverse people in the workplace. Following these steps can cultivate a positive and productive workplace:

1. Incorporate employee adjustments

Neurodivergence is a relatively new term within the public lexicon. Although awareness has increased as of late, many people are still misinformed or lacking a complete understanding of what it entails. This is to the point that large amounts of people are unaware of the traits of a neurodiverse person and fail to seek diagnosis. For this reason alone, providing employee wide initiatives, adjustments and accommodations provides a basis of support and subtly generates a more positive culture. This could be something as simple as providing noise cancelling headphones to remain focused and not become overstimulated or offering flexible working hours to fit employee routines. These are small adjustments but can go a long way to developing a more comfortable working environment for everyone, neurodiverse people especially.

2. Speak to employees in one-to-one meetings

Whether you are aware of whether individuals within an organisation are neurodiverse or not, employers, managers and team leaders should be organising regular one-to-one meetings with employees. Establishing this culture provides a basis for helping individuals develop and grow in their roles. However, regarding neurodiverse employees, it also provides leadership with an opportunity to better understand their needs through safe and secure conversation. It can be better understood how to manage specific conditions and how to support them to achieve greater results. This works on a wider scale but also allows for individual support and accommodation and utilising the individual’s strengths and boosting the productivity of your teams.

3. Organise neurodiversity training courses

Although employers and leaders need to establish the standard to maintain the culture of support and excellence, ensuring every employee is equipped with the correct resources to uphold the highest standards and effectively support others is vital. For this very reason, providing employees with expert knowledge and processes through specific training sessions and courses is a necessity. If neurotypical employees have a greater understanding of neurodiverse conditions and the associated traits, they will understand the strengths they offer to a role and how it can benefit organisational growth. This greater understanding will cultivate a working culture of support, positivity and help eliminate the stigma around neurodiversity. These courses could be carried out in person, through webinars or digital workshops, all of which are provided by HA | Wisdom Wellbeing’s EAP service to develop the correct culture for your workplace.

How to celebrate neurodiversity in the workplace

Celebrating neurodiversity in a working environment is about more than simply acknowledging the existence of various conditions and paying mind to neurodiverse people during celebration events. It is about ensuring neurodiverse individuals feel comfortable, accepted and vital in their roles. Celebrating neurodiverse people at work could be as simple as acknowledging their work and efforts in the same manner as you would a neurotypical person’s work. Other methods of support might include making concerned efforts in generate greater awareness of neurodiversity, the specific conditions and diminishing any existing stigma or prejudice. An inclusive environment creates greater employee engagement, which will only drive organisational growth and success.

Celebrating neurodiversity may seem as though it is not a priority to some organisations and leaders, but this belief deters talent from remaining with the business and results in increased costs. Simple education, recognition and equal treatment will boost the productivity of any neurodivergent employees, and if their strengths are nurtured, will provide an edge over competitors.

How an EAP can help with neurodiverse support

Effectively managing the concerns of neurodiverse employees and celebrating their strengths through effective support is vital to success in your organisation. This is true both in the workplace and at home. If someone with a neurodivergent condition is struggling in their organisation or role, their mental health can begin to deteriorate, leading to feelings of anxiety and depression. It can seem daunting to provide this support to neurodiverse individuals, especially without proper awareness and information.

Our Employee Assistance Programme provides neurodiverse people guidance on wellbeing and managing their condition. With 24/7 support, 365-days a year, secure and confidential support is afforded to neurodiverse individuals whenever they require it, no matter the issue.

Related article: How does an EAP work?

Conclusion

With awareness of neurodiversity continuing to grow, more and more people are seeking a professional diagnosis and the number of recognised neurodiverse people in the workforce is increasing. Neurodiverse individuals can be extremely beneficial to an organisation due to their different ways of thinking and problem solving. Accommodating and nurturing their traits and nature can boost the productivity levels of not just the neurodiverse individuals, but the organisation. They can be shining examples of problem solving, attention to detail, commitment and employee engagement when cared for in the workplace.

The neurodiverse community may not be the first that comes to an employer’s mind when considering how to cultivate an inclusive environment, but it is a key element to creating that positive and diverse workplace.