With March’s Neurodiversity Celebration Week behind us and Neurodiversity Awareness Month ahead of us in April, how far have we come in understanding the needs and optimising the opportunities for neurodivergent workers? As neurodiversity continues to become an ever-hotter topic for employers, it is heartening to see that interest is now reaching well beyond the company HR department.

At the end of January, the DWP (Department of Work & Pensions) announced the launch of an independent panel of academics, with expertise and experience in neurodiversity, to advise the government on how to improve employment opportunities for neurodiverse people.  The announcement followed the publication of recent employment figures revealing that the employment rate for disabled people with autism was still only at 31% compared to 54.7% for all disabled people.

This signals a significant gap for some neurodiverse people and clearly indicates the work still todo. Initiatives like Neurodiversity Celebration Week and Neurodiversity Awareness Month, continue to educate employers on how to create more neuroinclusive workplaces, so there is much to be positive about.

You may also be interested to read our blog: 10 NEURODIVERSITY AT WORK STATISTICS THAT MIGHT SURPRISE YOU

WHAT HAVE WE LEARNT ABOUT SUPPORTING NEURODIVERSITY IN THE WORKPLACE?

The impressive variety of Neurodiversity Celebration Week activities this year has delivered some valuable insights. Building our understanding of how we can best support neurodivergent individuals in the work environment, the key takeaways include:

1. Challenging Stereotypes and Misconceptions

The initiative continued its mission to challenge what we understand about neurological differences. This emphasises the importance of recognising and valuing the diverse talents and perspectives that neurodivergent individuals can bring to the workplace. 

2. Strength-Based Approaches in the Workplace

Some discussions highlighted the benefits of adopting strength-based approaches to neurodiversity. Exploring neurodivergent employees’ unique skills, such as enhanced pattern recognition, creativity, and meticulous attention to detail, underscores the economic and cultural advantages of embracing neurodiversity. Studies suggest that inclusive teams can experience productivity increases of as much as 30%.

3. Legal Obligations and Reasonable Adjustments

Employers were reminded of their legal obligations under the Equality Act 2010 to implement reasonable adjustments for neurodivergent staff. Consideration to designing workplace interiors for neurodivergent employees, was also important. This included practical steps such as creating quiet workspaces, utilising specialised workplace technology, and establishing time-out zones as effective measures to support neurodivergent employees.

4. Tailored Support and Inclusive Practice

The week highlighted the need for tailored support systems and inclusive practices to accommodate the varied needs of neurodivergent individuals. These included recommendations for employers in implementing structured onboarding processes, providing neurodiversity training for managers and HR personnel, and offering flexible work arrangements. Fostering an environment where employees feel comfortable expressing their authentic selves without the need for 'masking' behaviours is crucial.

5. Celebrating Neurodivergent Women

Finally, the contributions of neurodivergent women in the workplace were also celebrated. Highlighting their creativity and innovative approaches, the importance of their particular strengths was recognised for creating more inclusive and dynamic work environments.

Overall, this year’s Neurodiversity Celebration Week has reinforced the importance of continuous education and proactive support systems. In addition, it has emphasised the importance of inclusive practices and creating inclusive work environments where neurodivergent individuals can feel comfortable, thrive and contribute meaningfully.

Neurodiversity Awareness Month – what can we expect?

With April designated Neurodiversity Awareness Month, employers are being encouraged to educate their teams and professional communities to ensure neurodivergent employees are heard, understood and supported.

From a physical perspective, ensuring that workplaces are designed to support neurodivergent employees can be achieved with some simple adaptations. Considered space planning, acoustic management and careful specification of colours and patterned finishes can all make a significant difference to how neurodiverse workers experience the workplace.

Learn more in our blog: SPACE PLANNING FOR THE NEURODIVERGENT WORKPLACE