The number of employees identifying as neurodivergent in the workplace, particularly those with ADHD and autism, is continuing to rise. This is largely driven by an increase in late diagnoses during adulthood and employees feeling comfortable in disclosing their condition.
The increased awareness has seen a significant rise in tribunal claims now employees are more confident in challenging workplace discrimination, placing an increased responsibility on employers to ensure workplaces are inclusive, productive, supportive and legally complaint.
In this article we explore the practical steps employers can take to help manage the rise in neurodiversity which will not only help to enhance their reputation as an inclusive employer but will also mitigate the risks from claims.
The Benefits of Neurodiverse Employees
Neurodiverse employees bring unique strengths that can boost innovation and overall performance. For example, individuals with ADHD frequently demonstrate exceptional creativity, problem-solving skills and the ability to hyperfocus on tasks they are passionate about. Autistic employees often excel in pattern recognition, attention to detail and expertise in specialised areas. Organisations who harness these unique abilities gain diverse perspectives that improve problem-solving, drive efficiency and foster greater engagement, retention and an inclusivity in the workplace.
Neurodiversity and the Law
Neurodivergent conditions such as ADHD and autism can be considered a disability under the Equality Act 2010. A person has a disability if ‘they have a physical or mental impairment, and the impairment has a substantial and long-term effect on their ability to carry out normal day to day activities.’ Government statutory guidance states that ‘a disability can arise from a wide range of impairments which can be developmental, such as autistic spectrum disorders (ASD), dyslexia and dyspraxia.’
It is therefore important that employers understand their legal obligations. Failure to consider reasonable adjustments for workers with neurodivergent conditions could result in claims of discrimination and/or unfair dismissal.
Managing Neurodiversity in the Workplace
A ‘one-size-fits-all’ approach isn’t suitable, as every individual is unique. However, there are numerous practical steps employers can take to manage the rise in neurodiversity in the workplace. Some of these include:
Policies & Procedures
Update EDI policies, absence policies, reasonable adjustment procedures, recruitment policies and onboarding processes to ensure inclusivity.
Reasonable Adjustments
Consider reasonable adjustments for employees with neurodiversity conditions, including:
- Flexible working hours e.g., staggered start/finish times or the option to work from home on certain days may help employees focus, supporting a healthier work-life balance while still meeting business needs.
- Using clear and concise written instructions could make tasks easier for some neurodiverse individuals to process, reducing misunderstandings and improving efficiency.
- For employees with sensory conditions, practical measures such as quiet workspaces, low lighting or noise-cancelling headphones can help create a more comfortable and productive environment.
- Using digital tools such as calendar reminders, task management apps and time-tracking software, combined with training on their use, could support neurodiverse employees to manage their workload more efficiently.
- Providing reasonable advance notice of meetings, schedule changes or updates to procedures may help employees who struggle with sudden changes to plan ahead and maintain performance.
Awareness Training
Managers should be trained on neurodiversity to equip them with the knowledge to support diverse working styles. Understanding conditions such as ADHD and autism will also help to avoid any misinterpretations of neurodiverse employees. Guidance should also be provided for employees to build empathy and awareness and dispel any myths surrounding neurodiversity.
Recruitment Processes
Some recruitment processes may disadvantage neurodiverse candidates. Therefore, consideration of alternative interview formats, skills-based assessments and clear job descriptions should be made to attract a diverse talent pool.
Summary
Supporting neurodiversity in the workplace isn’t just the right thing to do, it’s an opportunity for organisations to harness the talents and skills of creative and innovative workers and enhance company reputation as an inclusive employer whilst meeting legal obligations.
To ensure managers and supervisors are fully aware of their responsibilities in creating an inclusive, workplace, we have a range of CPD-certified online courses including ‘Introduction to Equality, Diversity and Inclusion’ and ‘Embedding Diversity – A Manager’s Guide’. Each course provides interactive, bite-sized management and professional training from as little as £25 per employee, per course. Get in touch for more details.
If you need external support updating your policies and procedures to help manage the rise in neurodiversity in the workplace, please get in touch on 01942 727200 or email enquiries@employeemanagement.co.uk for tailored guidance and expert support.