Creating an inclusive workplace for Neurodivergent people

It is estimated that roughly 1 in 7 people (15%) in the UK are neurodivergent. Having recently had both of my children diagnosed, I have been on a huge personal learning journey to try and understand what it is like to live as a neurodivergent person. They are fortunate to have been diagnosed before they reached adulthood, so they have more of a head start in understanding their individual needs and how they can be best supported. However, in wider society, neurodivergent people are sadly more at risk of suffering from mental illness and poor wellbeing, often due to a lack of support and the stress of ‘masking’ (trying to suppress their condition in order to fit into cultural norms). As an employer, it’s therefore very important to create a supportive, safe space where neurodiverse employees can be themselves, without the worry of judgement for being ‘different’.

The neurodiverse population is a huge, untapped talent pool, with underemployment reaching as high as 30-40% for neurodivergent adults. Organisations really need to do more to attract and retain this part of the population, as they are losing out on vital skills such as creativity, innovation and different ways of thinking.

It’s clear that raising awareness of neurodiversity in the workplace is crucial for creating a more inclusive and supportive environment for all employees, and in this article we will explore 5 ways that you can do just that.

1. Educate employees about neurodiversity

One of the most important ways to raise awareness of neurodiversity is by educating employees about what it is and how it affects individuals in the workplace. This education should be ongoing and cover a range of neurodiverse conditions, including autism, ADHD and dyslexia, among other, lesser-known conditions. 

2. Foster an inclusive workplace culture

Creating an inclusive workplace culture is essential to help neurodiverse employees feel supported and valued. This can include developing policies that promote equal opportunities and anti-discrimination, providing reasonable accommodations and encouraging open communication. 

3. Provide training for managers

Managers play a critical role in creating a positive work environment for all employees, including those who are neurodiverse. Providing training on neurodiversity can help managers better understand how to support their neurodiverse employees, including how to make necessary accommodations and adjustments to the workplace environment. 

4. Celebrate neurodiversity

Celebrating neurodiversity can help to raise awareness and reduce the stigma surrounding related conditions. This can include highlighting the unique skills and strengths that neurodiverse employees bring to the workplace and recognising neurodiversity awareness events. 

5. Collaborate with neurodiverse advocacy organisations

Collaborating with neurodiverse advocacy organisations can help raise awareness of neurodiversity and provide resources and support for neurodiverse employees. These organisations can also provide valuable insights into how to create a more inclusive workplace culture. 

Raising awareness of neurodiversity in the workplace is crucial for creating a more inclusive and supportive environment for all employees. By educating your people, fostering an inclusive workplace culture, providing training for managers, celebrating neurodiversity and collaborating with advocacy organisations, we can promote a more positive and accepting workplace environment for all.