How to Support Neurodivergent Employees (From Recruitment to Training)

In the vibrant tapestry of the modern workforce, inclusion, diversity and equality have become not just buzzwords, but vital cornerstones of progressive organisations. Amidst this evolving landscape, discussions are ongoing about neurodivergent employees – how we can best support them, engage them and make them feel accepted and encouraged within our organisations. 

Neurodiversity encompasses a spectrum of cognitive differences, including autism, ADHD, dyslexia, and more, celebrating the uniqueness of every mind. But recognising and embracing neurodiversity isn’t just an ethical imperative; it’s a strategic advantage. As workplaces become more attuned to the varying strengths and perspectives that neurodivergent individuals bring, a new avenue for innovation, creativity and problem-solving emerges. But beyond the potential benefits, lies the profound responsibility of fostering an environment where all employees can flourish, and where all employee experiences are positive.

In this guide, we will outline the essence of neurodiversity, exploring why it deserves our conscious attention in the workplace. From demystifying misconceptions to unearthing the power of inclusion, we navigate through the significance of acknowledging neurodivergent talents. Moreover, we delve into the practical realm, offering insights into how organisations can seamlessly integrate support for neurodivergent employees – from thoughtful hiring practices to tailored training approaches. 

What is Neurodiversity?

Neurodiversity is a concept that recognises and celebrates the natural variation in cognitive functioning among individuals. It encompasses the idea that neurological differences, such as autism, ADHD, dyslexia and other conditions, are simply variations of the human brain rather than deficits. Just as there is diversity in physical traits, there is also a rich diversity in how our brains process information and perceive the world.

Rather than viewing neurodivergent traits as disorders to be fixed or normalised, the neurodiversity perspective acknowledges them as unique characteristics that contribute to the richness of human experiences and perspectives. It challenges the notion that there is a single “normal” or “typical” way of thinking and instead embraces the idea that every individual’s neurological makeup is valid and valuable.

Neurodiversity advocates for a shift away from the medical model of disability, which focuses on deficits and seeks to “cure” or “fix” differences. Instead, it promotes a social model that emphasises creating environments and accommodations that allow individuals with diverse neurological profiles to fully participate and thrive in society – as well as in the workplace.

This inclusive approach aims to create a world where neurodivergent individuals are not only accepted, but valued, for their unique strengths and contributions. By embracing neurodiversity within our organisations, we can foster a more inclusive and empathetic environment that benefits from the diverse perspectives and talents of everyone, regardless of their cognitive differences.

Why We Should Be Actively Supporting Neurodivergent Employees

It is estimated that in the UK, 1 in 7 people are neurodivergent. Those classed as neurodivergent have a unique perspective of the world compared to ‘neurotypical’ people as they receive, process and interpret information differently. This means they can see solutions and alternatives that others may have overlooked, making them a valuable resource to any team. 

While their brains may function differently to a ‘neurotypical’ person, studies show that neurodivergent people often have above average abilities when it comes to tasks such as analysis, information processing, and pattern recognition. 

In fact, a survey conducted by Birkbeck University of London recently revealed that over 80% o neurodivergent employees reported hyperfocus, 78% reported creativity with 75% reporting innovative thinking.

Knowing this, tailoring the employee experience to accommodate and encourage them makes solid business sense,as well as simply being the right thing to do. 

Challenges Faced by Neurodivergent Employees

Neurodivergent employees often encounter a range of challenges in the workplace that stem from differences in cognitive processing and communication styles. While each individual’s experience is unique, some common challenges include:

• Communication Difficulties: Neurodivergent individuals may struggle with interpreting non-verbal cues, understanding sarcasm or metaphors, or maintaining eye contact. These difficulties can impact their ability to effectively communicate with colleagues, leading to misunderstandings or feelings of exclusion.
• Sensory Sensitivities: Many neurodivergent individuals have heightened sensory sensitivities, making environments with bright lights, loud noises or strong odours overwhelming. This can affect their focus, concentration and overall comfort at work.
• Social Interaction: Building and navigating social relationships can be challenging for neurodivergent employees. Engaging in small talk, participating in group discussions, or attending social events may cause anxiety or discomfort.
• Task Execution and Time Management: Difficulties in executive functioning can affect task prioritisation, time management and organisation. Neurodivergent employees might struggle to break down tasks, meet deadlines or switch between different tasks easily.
• Adapting to Change: All businesses are agile, and organisational change is a reality we all have to live with. No employee enjoys change, particularly when it isn’t managed well. However, change is harder for some of us than others. For some employees with neurodivergency, changes in routines, unexpected shifts in tasks, or sudden alterations to work processes can be particularly challenging. They may need additional support to adjust and thrive in dynamic work environments (check out our action planning guide for positive change).
• Stigma and Disclosure Concerns: Fear of stigma or discrimination can deter neurodivergent employees from disclosing their condition. Concerns about potential bias from colleagues or superiors might prevent them from seeking necessary accommodations.
• Processing Speed and Information Overload: Some neurodivergent individuals may require more time to process information, leading to challenges in fast-paced work environments. They might also struggle with filtering and managing large amounts of information, affecting decision-making.
• Job Interviews and Networking: The social and sensory demands of job interviews and networking events can be overwhelming for neurodivergent candidates. Traditional interview formats might not accurately reflect their skills or potential.
• Career Advancement: Difficulty in navigating office politics, networking, and self-promotion can hinder career progression for neurodivergent employees. Opportunities for growth might be overlooked due to communication challenges or a lack of visibility.

How to Hire Inclusively for Neurodiversity

When supporting neurodivergent employees, you need to start from the start – before they even come aboard. Consider how you can tailor your application and hiring processes to best support neurodivergency.

Creating an Inclusive Application Process  

When writing your job description, it’s important to keep them as short, clear and concise as possible to support neurodivergent candidates.  

Make sure you’ve included important information by itself (ie, not as part of a long, stream of words), such as: 

• Working hours and days 
• Essential skills  
• Salary 
• Your remote, hybrid and flexi hour policies 

Also include your hybrid working and flexible working policies, as these are an excellent option for neurodivergent employees. It means they can work hours that suit them, and control their working environment and how often they socialise.  

Remember, if your application process is complicated and unclear, you’re likely to lose out on great talent. Create a more inclusive process by: 

• Clearly communicating what candidates can expect from the process, for example how long the interview is, the steps involved, and who will be involved at each stage.  
• Providing the option to save and edit your application, rather than completing it all at once. Having to fill in an application process in one go may be overwhelming for some candidates.  
• Using ‘blind recruitment’ tools to reduce unconscious bias during the selection process.  

Creating an Inclusive Interview Process 

Review your interview process to make it easier for neurodivergent candidates to express themselves in the way they prefer. To ensure that they are getting the most out of your interview process:  

• Be upfront about what your interview process involves to ease levels of stress and anxiety for neurodiverse candidates. For example, will it be in person or online? Who will be there? Where will it be held? And what questions will you be asking on the day?  
• Provide candidates with a specific point of contact to ease their stress if any questions crop up ahead of their interview.  
• Consider how your interview is conducted. Some candidates may prefer walking and talking, or even a trial situation so they can demonstrate their skills instead of communicating about them. 

Empower Neurodivergent Employees in your Workplace

Neurodivergent colleagues bring many advantages to organisations, with unique perspectives and strengths. However, some individuals may require adjustments to help them thrive. Below are some elements to consider for a workplace that welcomes and supports your neurodivergent employees.  

Your Office Environment

Within the office, some people may be more sensitive to overstimulating environments such as background noise, or bright lights. To make your workplace more inclusive, allocate spaces for deep work such as booths or quiet work areas. Also encourage colleagues to block out time in their calendars to work without interruption from video calls or messages.  

As mentioned before, providing hybrid, remote and flexible working options can also help neurodivergent employees feel more in control about how they work.  

Meetings and Ways of Working

Certain ways of working might be productive for you but unproductive for someone else on the team, whether they are neurodivergent or neurotypical. Therefore, understanding how employees like to work is vital. Encourage line managers to discuss how their teams prefer to work and communicate. For instance, do they prefer a quiet environment so they can concentrate or do they work best with background noise? 

When it comes to meetings, can you keep them shorter to accommodate colleagues who struggle to concentrate for longer periods of time? If a longer meeting is required, providing breaks throughout is a great solution. The style of your meetings is also important. For example, if colleagues thrive visually they may like to plot out thoughts on a whiteboard, while others might feel more comfortable sharing their ideas in virtual meetings.  

Provide Training for Everyone 

Including everyone in training sessions will not only help neurodiverse employees to feel seen, but also help ‘neurotypical’ employees to understand neurodivergence and adapt their own behaviours to create a more supportive environment. 

Offer separate training for your management team to educate them on the challenges neurodivergent employees can face and the support they can provide. 

Great Resources to Help Support Neurodivergent Employees

Neurodiversity Hub is a fantastic website all around. Here you’ll find definitions, training, and support for individual needs such as autism and dyslexia.  

In this guide from Bupa you can find supportive information and stats, such as what neurodiversity is, values of neurodiversity and how to support employees in the workplace.  

EARN is a training website for employers to increase their understanding on neurodivergence in the workplace.  

If you’re looking to measure and improve the employee experience and levels of employee engagement within your organisation, get in touch today. We design and carry out employee surveys that can transform your business. Contact us for a discussion.