Neurodiversity in the workplace: understanding is key

Creating inclusive environments where all employees can thrive isn’t just good ethics, it’s good business.

What is neurodiversity?

To understand neurodiversity in the workplace, it is important to understand what neurodiversity is.

Neurodiversity is a relatively new term that was coined in the last 15 years. It describes the fact that people’s brains work differently, which means they have different ways of communicating and thinking. This means that your workplace is full of employees whose brains work in many different ways. By understanding neurodiversity in the workplace you will be better able to understand your employees and enable them to do their best work and add the most value.

The concept of neurodiversity helps us to see this difference as a natural part of humanity and moves us away from stigmatising neurodivergence.

Neurodiversity was originally coined to describe autistic people, but usage has broadened to include ADHD, dyslexia, dyspraxia, dyscalculia, Tourette’s syndrome, and chronic mental health conditions such as bipolar disorder and schizophrenia. Our neurodiversity glossary can help with your understanding of neurodivergent terms.

Talent pool that your organisation might be missing

Your workplace includes employees with diverse cognitive styles, perspectives, and ways of processing information. The question isn’t whether you have neurodivergent talent, it’s whether you’re creating the conditions for everyone to be at their best.

The shift in thinking is profound: Instead of asking “How can we fix this person?” successful companies ask, “How can we remove the barriers that prevent this person from thriving?”

How to improve your workplace for neurodivergent employees?

Consider working environment

Many neurodivergent people have sensitivity to sensory input. Most standard offices are not neurodivergent-friendly: buzzing fluro lights, kitchen smells, background noise, interruptions, expectations of small talk, uncomfortable clothes. Don’t forget the virtual working environment where colleagues may prefer to join meetings with cameras off or engage in the chat rather than verbally.  Set clear virtual meeting guidance which allows for a flexible and inclusive approach.

Think about your office environment and your hybrid working arrangements with your neurodivergent colleagues in mind. Talk to your neurodivergent colleagues to learn from them about how they are impacted by their environment and what adjustments could be made to improve this.

Create spaces for deep work with no interruptions: e.g. a quiet work area in the office, or periods of time with no Teams calls and chats.

Allow doodling and fidget toys in meetings.

It’s important not to make assumptions about what will work for a colleague, but to make it a collaborative process.