Neurodiversity refers to different ways the brain can work and interpret information. It is an umbrella term for a varied set of skills profiles that includes dyslexia, dyspraxia, ADHD, Tourette’s syndrome, autism and more. Neurodiversity impacts around 15-20% of the UK’s population. There has been much recent development in neurodiversity conditions, with more public awareness, destigmatisation of conditions, and improved diagnosis processes.

There are many benefits to a company having a neuro-diverse workforce, with neuro-diverse employees complimenting and extending the existing skillset of the neuro-typical workforce. Various studies have found neuro-diverse employees to be more productive than the neurotypical population, with the added benefit that they bring fresh perspectives to a team, at the same time as creating a much more positive, engaged and inclusive culture within a business.

Companies should recognise there is not just one correct way of thinking or processing information. Varying neuro-diversity within a workforce can really enhance a team’s dynamics, abilities and skill-set. The effects of each neuro-diverse condition will vary, but companies can expect that employees with a neuro-diverse condition may have better skills than neuro-typical employees in some of the following areas:

• Creativity
• Problem solving
• Empathy
• Fine motor skills
• Technical areas
• Memory
• Honesty and reliability
• Precision and attention to detail

Neuro-diverse individuals face barriers not only in their diagnosis journey, but also in entering into and remaining in employment. To move towards a more neuro-diverse inclusive culture, a business should consider take some of the following steps:

• Being open and seeing the strengths of an inclusive and neuro-diverse workforce, and not just considering the potential challenges.
• Considering the recruitment processes at the company and reviewing them thoroughly, making adjustments to ensure there are no barriers for neuro-diverse applicants that reduce chances of a successful appointment.
• Informing, enabling and training line managers to understand and support neuro-diverse employees.
• Making reasonable adjustments where required to support neuro-diverse employees succeed in their role and within the company.
• Understanding that conditions affect every neuro-diverse individual differently. There is not a ‘one size fits all’ solution, rather businesses should individualise any adjustments and support in place with a person centred approach.
• Setting up ‘employee resource groups’ or ‘affinity groups’ – these can be formed by employees and act as a network for connection, awareness and supporting each other
• Educating and informing all employees on neuro-diverse conditions and the company’s inclusive culture

Kimberley Wallace is Senior HR Consultant at Nockolds HR. To discuss neuro-diversity at work, or other aspects of inclusion and diversity, please contact Kimberley directly on kim@nockoldshr.co.uk / 07584 575 212.