Neurodiversity is a term that recognises and values the natural differences in how people think, learn, communicate, and process information. It encompasses a range of neurological variations including: Autism, Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia, Tourette syndrome and many others. Individuals with these variations are often described as ‘neurodivergent’ categorising their brain function as being alternate to ‘neurotypicals’. It is important to note, that these differences are part of human diversity, and come with both challenges and unique strengths.
Why is understanding neurodiversity important?
While neurodiversity is often associated with unique strengths such as: attention to detail, pattern recognition, creativity, innovation, visual thinking and hyperfocus, neurodivergent individuals can also face a variation of challenges within society, education, the workplace and every-day life. The experience of neurodivergence is highly varied and individual, therefore, recognising these challenges and learning how to support neurodivergent individuals is essential for creating a more inclusive and understanding society.
Neurodiversity in the workplace
Following their recent study, City and Guilds has released an index report on neurodiversity in the workplace. Here are some key findings:
- ‘39% of employers reported a lack of knowledge and 30% reported a focus on other priorities, as barriers to neuroinclusion’
- ‘35% of respondents said they had no initial support when starting their jobs’
- ‘41% of respondents said challenges impacted them on most days. This shows a degree of impairment, and the need for employers to recognise this’
- ‘41% of organisation said they had no neurodiversity resources or were not sure whether they did’
Alongside the challenges that neurodivergent individuals face within the workplace, there is also a significant employment gap. For example, a report of research and recommendations led by Sir Robert Buckland KC MP, found that only 30% of autistic adults are in employment.
‘Autistic people face the largest pay gap of all disability groups, receiving a third less than non-disabled people on average. Autistic graduates are twice as likely to be unemployed after 15 months as non-disabled graduates, with only 36% finding full time work in this period. Autistic graduates are most likely to be overqualified for the job they have, most likely to be on zero-hours contracts, and least likely to be in a permanent role.’
To begin eliminating the employment gap and harnessing neurodivergent talent, neurodiversity support must be cemented within all Equality, Diversity and Inclusion (EDI) Policies.
Recruitment Process
To remove barriers that may unfairly disadvantage neurodivergent individuals, it is important to implement a fair and inclusive hiring process. This may include:
- Clear Job Description – utilise concise language. Avoid jargon or vague requirements.
- Provide Interview Questions in Advance – allowing candidates to view the interview questions ahead of time, can help to reduce anxiety and allow preparation time for those who require it.
- Allow Alternate Interview Formats – where applicable, offer face-to-face or virtual interviews.
- Train Interviewers – ensure the individual conducting the interview is educated on neurodiversity and the challenges this can entail.
- Respect the candidate’s boundaries – be understanding of reduced eye contact, preferences for written or verbal communication and of vocal and physical stims.
Post-Hiring Inclusion
It is vital that there is support in place for neurodivergent individuals within the workplace. Here are some ways to achieve this:
Training
Provide extensive, pragmatic training to all managers and HR employees about Neurodiversity.
Offer Alternate Working Spaces
Provide quiet working spaces and, where applicable, working from home arrangements. This can help individuals who find loud or busy environments challenging.
Clear Communication and Instructions
Communicate in a clear and concise manner to avoid confusion or miscommunication. Offer instructions both verbally and as written.
Offer Support and Resources
Ensure that neurodivergent employees have access to support and resources for their condition. This can include noise cancelling headphones, objects for physical stimming, inclusive software and assistive technology.
Encourage Open Conversations
Many neurodivergent individuals avoid disclosing or discussing their condition due to fear of judgment and discrimination. Encouraging employee’s and leaders to discuss neurodiversity can help to eradicate the stigma and create a safe space for individuals to be authentically themselves.
Useful resources and insightful reading
https://www.peoplemanagement.co.uk/article/1876459/supporting-neurodiversity-workplace
Farrer & Co: Neurodiversity: overcoming barriers in recruitment
https://www.neurodiversityhub.org/resources-for-employers