Understanding Neurodiversity

Managing Neurodiverse employees

No one size fits all

Just as we have adapted in the workplace to new technology and software to increase productivity, it is important to appreciate that along with scientific advances in technology, new physiological and bio-medical discoveries are also being made. Some of the most notable ones that can affect the workplace are those relating to neurodiversity.

What is neurodiversity?

The lack of understanding of this term and of what individuals termed as ‘neurodivergent’ can bring to a workplace, could be holding companies back by not extracting the best out of their employees. With health abbreviations in abundance these days, it can be confusing for employers, and some consider them buzzwords or just another issue for HR.

‘Neuro (nervous system) diverse (different type)’ translates to essentially mean ‘different nervous system’ e.g. a different brain. Whilst no two brains are the same, there is what is thought to be an ‘atypical’ brain, that functions generally in certain way, and those that doesn’t function in that certain way, can be termed as a neurodiverse or neurodivergent. Neurodiversity is the natural variation in human brain functioning and these variations are what can provide different perspectives, ideas and talents, therefore it is beneficial for employers to work with employees to try and harness often untapped skillsets.

A more employee-centric working environment

Traditional work settings and practices are not necessarily designed to support those who are anything other than what is perceived to be a ‘neurotypical’ worker. Not only can this cause additional stress and anxiety for those struggling to naturally conform to certain structured ways of working but companies are potentially not getting the full potential and productivity from these employees. By making reasonable adjustments to existing working practices, as one would for those with disabilities or mental health issues, this could lead to improved output and employers can hopefully reap the rewards.

Appreciating diversity

Whilst the negatives of neurodivergent conditions are often considered due to the sometimes incredibly difficult challenges faced depending on the condition, it is crucial to remember that with these differing challenges, also come differing strengths. Despite adjustments that maybe needed for these alternative types of information processing, learning and communication styles, having a different viewpoint or skillset could be greatly advantageous to employers. It could even set them apart from competitors, if these qualities are realised, appreciated and nurtured.

Although Equality, Diversity and Inclusivity policies are becoming more prevalent and adhered to, there is still an apparent lack of attention in respect of neurodiversity. A survey undertaken by the CIPD showed that compared to ‘wellbeing’ which 83% deemed a critical priority for company focus, ‘neurodiversity’ only hit 60%. This lesser attention may explain why a third of the employees felt that their companies’ approach to neurodiversity had a negative impact on their wellbeing.

However, there are plenty of ways in which organisations can make the workplace more neuroinclusive, hopefully in turn boosting not only the productivity but the staff welfare also.

If you would like any help with this or to discuss ways in which you can embrace and support your neurodiverse colleagues please do not hesitate to contact the RELA team on 01983 897003.