Neurodiversity encompasses a wide range of neurological differences, which can manifest in various ways. This can include heightened sensory sensitivity, unique cognitive strengths, or challenges with social interaction and communication.
In the workplace, having a neurodiverse workforce can bring huge benefits to an organisation, including creativity, expertise, innovation, and lateral thinking. By approaching neuroinclusion at work with a strategic business mindset, you can foster a positive and inclusive environment that celebrates diversity, provides appropriate adjustments, and helps your employees succeed.
Understanding neuroinclusion at work as an employee’s right
The Equality Act 2010 identifies nine protected characteristics. Discrimination based on any of these characteristics, including disability, is prohibited. Under Section 6 of the Act, the legal definition of someone with a disability is someone “with a physical or mental impairment that has a substantial adverse impact” on their ability to carry out “normal” day-to-day activities. The disability must have lasted, or will last, at least 12 months.
Since neurodivergent conditions are lifelong in their nature, neurodivergent employees may potentially meet the legal definition of disability, which provides them with important rights to reasonable adjustments and protections against discrimination, harassment, and victimisation.
Neurodiversity can include autism, ADHD, dyslexia, Tourette’s Syndrome, and more, all of which impact how people process information, communicate, and interact with their environment.
For employers, embracing neurodiversity inclusion at work means recognising and valuing these differences among their workforce. Hiring from a diverse pool of talent, which includes neurodivergent people, brings numerous benefits to employers. These advantages include access to unique perspectives and problem-solving approaches, increased creativity and innovation, improved team dynamics, and enhanced productivity. By celebrating neurodiversity at work and fostering an inclusive culture, businesses can tap into the full potential and gain a competitive edge in the market.
Neurodiverse team members can thrive when they receive tailored support that suits their unique needs, so understanding neurodiversity can help employers and HR professionals make better decisions and get the most out of their team.
Effective neuroinclusive workforce solutions for businesses
One of the core principles of the Equality Act 2010 is the employer’s obligation to implement reasonable adjustments where a disabled employee would be at a substantial disadvantage compared to non-disabled colleagues.
Reasonable adjustments are often very simple and inexpensive. You can consider it a way of designing neuroinclusive workplaces that accommodate neurodivergent and neurotypical individuals. Doing so can lead to considerable improvements to the happiness and performance for neurodiverse employees. Making adjustments is also crucial to preventing discriminatory conduct that would have a serious impact on employees and employers.
There’s no single definition of “reasonable”, so a one-size-fits-all approach will not apply.
Some examples of reasonable workplace adjustments for neurodiversity include:
- Structuring breaks into long meetings for an employee with ADHD
- Providing a second computer screen for a dyslexic employee
- Having fixed shifts and routine rather than variable hours or tasks for an autistic employee
- Introducing quiet spaces for alone time
- Providing mental health days
- Varying a dress code for an employee with dyspraxia
- Providing noise-cancelling headphones to employees who are hypersensitive to sound
- Providing coaching or a mentoring system
- Funding the purchase of, and training in, assistive technology (such as time management or speech-to-text software)
Employers need to remember that each individual will have their own strengths and weaknesses and an adjustment made for one autistic person, for example, will not necessarily be required or helpful for all autistic people.
Organisations should strive to create an environment that values the unique skills and talents of neurodivergent individuals. You can do this by fostering awareness and understanding of neurodiversity among employees and providing neurodiversity training for HR, managers, and neurotypical employees on how to support your workforce effectively.
By implementing these measures and celebrating neurodiversity at work, organisations can create an inclusive and supportive environment where neurodivergent staff feel valued, empowered, and able to thrive.
