24th July 2024
We can all agree that the world would be a very boring place if we all thought and acted the exact same way.
The term neurodiversity refers to how everyone’s brain works differently. At least 1 in 7 people are neurodivergent, which means they behave, think and process information in a different way to most other people.
Some examples of neurodivergence include:
Typically, the way we work is designed with neurotypical people in mind, which can make it difficult for neurodivergent people to thrive in the workplace in the same way that their neurotypical colleagues can.
There are lots of unique talents and skills that neurodiverse people can bring to the workplace, from problem-solving and creativity to attention to detail and data analysis. It is important that employers provide a supportive environment for neurodiverse employees to do their best work.
There are plenty of ways that someone’s neurodiversity could impact their lives, and as an employer it is your responsibility to make the appropriate adjustments to support and enable neurodivergent employees in the workplace.
Some ways you can help as an employer include:
It is important not to make assumptions based on things you may know about neurodiversity, or from common characteristics of neurodivergent conditions. Instead, get to know your employee properly and find out from them how you can best support, what things they enjoy and where they struggle.
When allocating work, it’s important to consider the kind of tasks that will work best for the individual and ensuring they have all of the resources they need to complete the task to the best of their ability. This might include providing instructions in a certain way or providing additional time to complete the task.
There are plenty of pieces of assistive equipment that can help some neurodivergent employees carry out their work, including speech-to-text software, dictation tools, planners and mind mapping software.
Some neurodivergent employees may struggle understanding facial expressions or tone of voice, so make sure you’re communicating clearly and saying exactly what you mean. Ask specific questions, and consider providing communications in different formats.
Additionally, it is important as an employer to encourage understanding and awareness of neurodiversity in the workplace, and foster an understanding environment where good mental wellbeing can be nurtured across the workforce. Creating an inclusive workforce where neurodiversity is accepted and celebrated, and speaking openly about it means you will retain a diverse, talented workforce that feel supported and safe in the workplace.
Ensuring employees are all aware of services and resources they can access for support is crucial. Mental health problems like anxiety or stress are common in neurodivergent people, but services like these will benefit the workforce in its entirety.
If you need support ensuring that you are correctly supporting neurodiverse employees, we can assist you. For further information, please contact Sarah Everton, Head of Employment Law, on 01782 577000 or email: sarah.everton@myerssolicitors.co.uk
