Neurodiversity in the Workplace: Supporting Employees, Colleagues, and Yourself

In the past few years, we have seen a fantastic rise in discussions about neurodiversity, especially in the workplace. This, in turn, means that we are having more conversations about how to support neurodivergent people in our workplaces. When supportive workplaces make adjustments to help uplift the needs of neurodivergent employees, they will have the tools they need to complete their roles successfully. What’s more, neurodivergent employees will feel safe reaching out for help and support when they need it.

What is neurodiversity?

Neurodiversity refers to how humans process information and react to the world around them. The majority of us will behave in a similar way when in certain scenarios or situations, or we might approach a problem using the same logic paths. The phrase neurotypical is used to describe this compliance with societal “norms.”

Neurodivergence, on the other hand, is the variation of how the brain may interpret or process the information it receives. We’d like to stress that there is no single right way to interpret the world around us and embracing neurodiversity can help us to also embrace wider diversity.

Neurodivergence can also be used as one umbrella term to also discuss individuals with particular neurological differences and/or learning disabilities. These can include but are not limited to:

• Attention deficit hyperactivity disorder (ADHD)
• Autism
• Bipolar disorder
• Dyslexia
• Dyspraxia
• Epilepsy
• Obsessive compulsive disorder (OCD)
• Tourette syndrome

Is neurodiversity a disability?

Neurodivergence is classed as a disability under the Equality Act 2010. This affords neurodivergent people some protection, especially in the workplace. However, it is important to remember that many neurodivergent people do not consider themselves to be disabled, even if they have a condition that is protected by the law.

If in doubt, refer to the person by their own label but be careful that your wording does not cause offence. For example, we would typically say that someone is an autistic person or that they are on the autism spectrum rather than saying they are a person with autism. This is because autistic people view their autism as part of themselves and not something separate, therefore they don’t want it treated as such.

Neurodiverse vs Neurodivergent

Since neurodiversity and neurodivergence are very similar terms, they can sometimes be used interchangeably. To do so is incorrect, for they actually discuss slightly different concepts.

Neurodiversity is an umbrella concept encompassing all variations in neurological functioning, including those considered “typical” (neurotypical) and “atypical” (neurodivergent).

Neurodivergence specifically refers to those with atypical neurological functioning, in other words to a specific person or group of people.

Why can the workplace be difficult for neurodivergent employees?

The workplace can be a stressful environment for anyone depending on the environment and tasks, but there are additional issues that may affect neurodivergent employees. Neurotypical employees may see their workplace very differently and they may not understand why their neurodivergent colleagues are upset or uncomfortable at work.

Some of the barriers that neurodivergent employees may face include:

Culture and poor relationships

Creating a good company culture should be a must for any business. However, there are some aspects of doing so that may not be the most comfortable for a neurodivergent employee to face. Creating an inclusive workplace is not always the most straightforward of processes.

Many neurodivergent employees might struggle to form bonds with their colleagues simply because they struggle to read social cues in others. They may also find conversations challenging. They may overshare or be perceived as talking about themselves too much and, therefore, don’t feel confident forming relationships with their coworkers.

This, in turn, can create a cold and uncollaborative working environment, not just for the neurodivergent employee but for everyone. No one really knows one another, and no one feels comfortable approaching one another for help.

Lack of access to adjustments

A big issue with neurodiversity in the workplace can be a lack of access to reasonable adjustments. What might seem like a “good” workspace to neurotypical employees might actually be a sensory nightmare to their neurodivergent colleagues. One might see a well-lit, open-plan office that supports and nourishes interpersonal relationships and collaboration. The other sees a harshly lit and noisy environment that distracts and overwhelms them constantly.

Adjustments like the ability to work from home or even just in a quiet room away from the hustle and bustle of the office might seem odd, but they can be quite necessary for neurodivergent employees. Without the ability to access reasonable adjustments, neurodivergent workers can quickly end up burned out and may have to take extended time off.

Poor learning and development opportunities

Neurodivergent people don’t always learn in the same way as the neurotypical, so traditional learning and development opportunities might not suit them. If company policy dictates that typical learning and development is delivered through in-person seminars and workshops, a neurodivergent individual may struggle to take a full wealth of knowledge on board.

We also need to consider the problem that many people, neurodivergent or not, simply don’t have access to adequate training. If large sections of the population can’t access the learning and development that they want to boost their roles, how can we expect those with complex needs to feel supported and recognised?

What are the benefits of hiring neurodivergent talent?

As with hiring anyone with an end goal of diversity, hiring neurodivergent talent will come with a few specific benefits. We must stress that every neurodivergent person is unique, so there is no guarantee that you will see these benefits reflected in them or their work efforts. However, having them on your team can prove to be a real asset. We know that diverse teams can outperform others by up to 36% in terms of profitability, so investing in diverse talents and a range of experiences is no bad thing. Common skills among neurodivergent workers and the benefits that come with them include:

Good information processing

Neurodivergent employees can excel at taking in and processing information, then analysing it and recording it in an easy-to-understand format. Everyone learns in different ways, so this absorption process may look very different for everyone. However, the way neurodivergent employees process the information and produce the analysis may show new angles and ways of thinking that have not been considered by the company before. If you have data that others are struggling to process, your neurodivergent employees could be the ones to unlock the answers you are searching for.

Creative thinking

Another big benefit of hiring neurodivergent people is that they often tend to be creative thinkers. This can manifest in several ways; they may have new and bold ideas that we would traditionally associate with creativity, or they might be more keen to try something new and slightly risky if it could then deliver good results.

Fresh perspectives

When we have people of different backgrounds on our teams, we are more likely to gather fresh perspectives in conversation. This can help diversify our approaches and just consider more viewpoints. When we listen to a wider group of people, we can reach a better consensus and avoid common pitfalls such as groupthink. If we want to build supportive and diverse workplaces, we need to give all employees the chance to share their experiences and opinions.

Being a good neurodivergent leader

Neurodiversity inclusion must extend past job candidates and low-level hires. The best people to inform inclusive job practices can often be the ones who need them the most. Giving neurodivergent job candidates a chance to apply for senior leadership roles can open up even more discussions about reasonable accommodations and can help normalise them in the everyday workplace.

If you are a neurodivergent leader, you need to be aware of how your own practices and mindsets will strengthen and affect your ability to lead. Here are some of the key considerations you should make:

Acknowledge your weaknesses and triggers

You are a leader which means you will need to show up and make decisions. Though you should always aim to get to the point where your team can and will operate without you, they should always want to look to you for guidance and leadership. However, this can only happen if you are aware of your own weaknesses and triggers.

Being aware of your own triggers and the areas where you need support can require a great deal of work and self-reflection. However, if you wish to succeed both in your career and as a leader, doing so can give you a clear understanding of how you should approach and fight your battles.

Establish the best way for you to work

Knowing your best practices and ways of working will help to set you up for the most success. For example, if you know that you get easily distracted and over-stimulated at work, create a quiet area you can retreat to for focused work. Put time in your diary for this focused work, even if all you can manage is a “power hour” every now and then.

Some practices might be a little esoteric and not typical for other entrepreneurs and leaders. However, this isn’t about them! There is no right way to do business, so if you find something that works for you that is non-disruptive or uncomfortable for others, then go ahead and do it! You don’t have to implement it as a company-wide policy or expect your employees to do the same as you, just focus on what works in terms of meeting your deadlines.

Find the right coach

Every leader needs a coach. Even the most experienced leaders at the top of their game got there with the help of mentors and coaches, and you are no different. However, you need to find a coach who understands your neurodivergence and will help you to harness it.

A coach who simply tries to force you into a pre-planned path to supposed success is not going to work for you. You need and deserve someone who will look at your strengths and weaknesses and create a bespoke plan designed to bring out the best in you, no matter what that might look like.

Find the support you need with ChangingPoint

The modern workplace frequently does not offer the support neurodivergent colleagues need to thrive, whether they are in positions of management or just trying to find the best way to manage their day-to-day tasks. In both times of change and the mundane day, neurodivergent workers can struggle to manage their workloads effectively.

ChangingPoint’s coaches work on a 1-to-1 basis to create bespoke plans designed to help and support the individual. No matter what you may face, our Leadership and Executive Coaching can give you the tools you need to thrive. Speak to us today to find out more.