Here’s how to support neurodivergent employees at work

Businesses have much to gain from neurodivergent employees. According to a recent Deloitte report “teams with neurodivergent professionals in some roles can be 30 percent more productive than those without them”. Benefits of neurodivergent individuals to the workplace – according to the CIPD, range from “problem-solving, to creative insights and visual spatial thinking.”

But what do we mean by the term ‘neurodivergent’? Neurodiversity is a general way to describe the differences in brain function between people and refers to both ‘neurotypical’ and ‘neurodivergent’ individuals. Neurodivergence means that “someone’s brain processes, learns, and/or behaves differently from what is considered ‘typical’”, according to the Royal College of Nursing. This could include diagnoses of Autism Spectrum Disorder, Dyslexia, Dyscalculia, Dyspraxia and Attention Deficit Hyperactivity Disorder (ADHD), and may be deemed a disability.

Through research and increased societal awareness about the uniqueness and talent of neurodivergent individuals, employers now have access to far more information about how to provide appropriate support in the workplace. According to a study this year by Aviva, nearly 50 percent of employers have enhanced their support for neurodivergent employees over the last three years.

However, there is still much more that can be done to improve accessibility and acceptance of neurodivergent employees in the workplace, as well as hone their talent. Concerning studies show employers have a long way to go in creating an equitable workplace with a study released recently by Birkbeck, University of London and Neurodiversity in Business finding that nearly 80 percent  of neurodivergent employees felt overwhelmed in the workplace. The CIPD’s Neuroinclusion at work report 2024 found that 20 percent of neurodivergent employees had faced discrimination or harassment in the workplace due to their neurodivergence.

So what should employers do to enhance their support and prevent discrimination?

1. Ensure the HR team understands different types of neurodivergence. It is essential that there is an understanding of the scope of neurodivergent conditions and how they can advantage and impact an individual in different ways. This will help in rolling out appropriate support and adjustments in the workplace. It is also important to keep abreast of the latest guidance, legislation and the latest legal judgments to ensure compliance with the law.
2. Create a policy which recognises that some employees will be unaware they have a neurodivergence. The current long waiting lists for ADHD and Autism diagnoses – which have been hitting the headlines – demonstrate people are more likely to be diagnosed later in life. Many may be unaware for a good part of their working lives that they are neurodivergent, and employers must be prepared to manage these employees with care and empathy. It is important the policy outlines how to support employees, particularly in circumstances where colleagues perceive that neurodivergence may be impacting them in the workplace. In some circumstances, occupational health should be instructed, although it is important that employees do not feel singled out or isolated because of their neurodivergence.
3. Consider reasonable adjustments. Employers are under a legal duty to provide reasonable adjustments to employees who are deemed to have a disability, and this includes where an employer ought reasonably to have known that the employee has a disability. Adjustments don’t always need to be expensive or sophisticated and can include, for example, noise-cancelling headphones, a breakout space where the employee can go if the office is too loud, assistive technology to help with recording meeting notes, or extended breaks. Everyone is different and employers should collaborate with employees to understand their specific challenges, and consider adjustments accordingly. Again, occupational health can help in this regard.
4. Review recruitment processes to ensure they are accessible to neurodivergent employees. Consider ways to improve accessibility to job applicants, for example John Lewis sends job interview questions to candidates before interviews. The ability to prepare and know what is coming can be really helpful to neurodivergent candidates in particular.
5. Celebrate neurodivergence. Celebrate awareness days, consider charity fundraising and encourage the creation of neurodiversity employee resource groups. Empower existing neurodiverse role models, especially those in senior roles, who may be willing to talk through their own experiences. This can create a more inclusive workplace, as well as enhance understanding amongst ‘neurotypical’ employees.
6. Provide formal training. Help ensure all employees understand neurodivergence, the unique skills these individuals bring to their roles, and what support managers, and other peers can provide to their neurodivergent colleagues. Resources and materials should be accessible on company intranets and clouds. Managers should be made aware of the importance of, and legal requirements around, providing reasonable adjustments, as well as examples of what these could entail.

Neurodivergent employees can offer many benefits to businesses. Employers should focus on retaining this talent through education, support and accessibility, enabling them to maximise their talent and in turn, maximise their productivity within the business.