How to Better Support Neurodiversity in your Workplace

Neurodiversity can be a significant asset in the workplace, but are you fostering an environment where neurodivergent employees can truly flourish? 

Research estimates suggest that the unemployment rate among neurodivergent individuals is between 30% and 40%. Unfortunately, workplace discrimination contributes to these higher rates and other challenges that neurodivergent people face. 

This situation represents a missed opportunity for both employees and employers, given the unique and valuable skills that neurodivergent individuals bring to the table.

Our own employee Taylor Arp, YuLife's US Customer Experience Lead, tells the story of her experiences in the workplace with ADHD here.

As she says, companies that cultivate a supportive environment for neurodiversity can tap into a valuable and often overlooked talent pool. This article offers essential insights on embracing neurodiversity in the workplace.

Understanding Neurodiversity and Neurodivergence

While the terms "neurodiversity" and "neurodivergent" are related, they have distinct meanings. Neurodiversity refers to the range of different ways people think and process information, whereas neurodivergent describes individuals whose thinking patterns differ from the typical.

Neurodiversity acknowledges these differences without labelling any particular cognitive style as more common or "normal." In contrast, neurodivergence highlights those who fall outside the most prevalent ways of thinking, with the term "neurotypical" used to describe individuals who align with these common cognitive patterns.

The scope of Neurodivergence

Defining neurodivergent thinking can be challenging due to the vast spectrum it covers. Generally, neurodivergence is an umbrella term that includes various cognitive styles and conditions that are not considered typical.

Neurodivergent individuals may have conditions that affect their cognitive processes, such as:

• ADHD (Attention Deficit/Hyperactivity Disorder)
• Autism
• Asperger's Syndrome
• Dyslexia
• Dyspraxia
• Dysgraphia
• Down Syndrome
• Bipolar Disorder and other mental health conditions
• OCD (Obsessive Compulsive Disorder)
• Social Anxiety

These conditions vary in their impact on daily life, and many are diagnosed in childhood due to their classification as learning disabilities. However, some people only become aware of their neurodivergent status later in life, often when encountering challenges in the workplace.

Neurodiversity in the workplace

Neurodiversity in the workplace refers to the variety of ways employees think, problem-solve, and experience their work environment. It also includes the presence and support of neurodivergent individuals within the organisation. Companies that embrace neurodiversity recognise the unique contributions of neurodivergent employees, including skills such as:

• Exceptional problem-solving abilities
• Attention to detail
• High levels of creativity and innovation
• Strong empathy
• Logical reasoning

Challenges for Neurodivergent employees

Despite these strengths, many work environments create barriers for neurodivergent employees. Discrimination often occurs during hiring and throughout an employee’s tenure, partly because neurodivergent individuals process information differently from the majority.

For example, traditional onboarding processes that rely heavily on written materials can be particularly challenging for someone with dyslexia unless screen reader tools are provided. Similarly, neurodivergent candidates, such as those with autism, may find interviews difficult due to the emphasis on social cues and group presentations.

The use of AI in interview analysis can further exacerbate these issues, as these tools often assess facial expressions and body language, which can differ for neurodivergent individuals. These challenges not only lead to discrimination but also result in employers missing out on highly sought-after skills these individuals can offer. 

Supporting neurodiversity in the workplace

Creating a supportive and inclusive environment for neurodiverse employees offers a competitive advantage. Companies that do so gain access to a largely untapped talent pool and create a workplace where all employees can thrive. Here are some strategies to achieve this:

1. Gain buy-in with leaders

Securing commitment from leadership and across the organisation is crucial for supporting neurodiversity. This alignment helps integrate neurodiversity initiatives with broader people strategies and emphasises the business and employee benefits of inclusivity.

To build buy-in with leaders, clearly communicate how neurodiversity can enhance talent attraction, retention, engagement, innovation, and overall performance, especially in technical roles.

2. Make your hiring processes more inclusive

Traditional hiring practices often present obstacles for neurodivergent candidates. For instance, written pre-employment tests can disadvantage candidates with dyslexia. 

To create a fairer process, consider the following:

• Offer accommodations and communicate them: Make sure candidates are aware of available accommodations from the outset, and use inclusive language in all communications.
• Audit AI tools: Ensure that any AI tools used in recruitment are free from biases that could discriminate against neurodivergent candidates.
• Leverage technology: Invest in tools that provide accommodations, such as offering information in multiple formats.

3. Create an Accessible Workplace

Many employees hesitate to ask for accommodations, especially when they are new or still in the interview stage. Proactively creating an accessible workplace can help all employees feel comfortable and perform their best. This might involve:

• Making screen readers available
• Providing information in various formats
• Designing non-overstimulating office spaces
• Offering quiet spaces or meditation rooms
• Providing flexible work options, including remote or hybrid work

In addition to these efforts, regularly communicate the availability of accommodations and ensure that both HR and team leads reinforce this message.

4. Train employees and managers

Training is key to fostering a more inclusive environment. Educating managers on how to support neurodiverse employees, including adjusting communication and meeting styles, is essential. This training also helps ensure compliance with anti-discrimination laws like the ADA.

For employees, training can raise awareness, reduce stigma, and prevent discrimination, contributing to a more inclusive workplace overall.

5. Celebrate neurodiversity

Promoting awareness and acceptance of neurodiversity can make neurodivergent employees feel welcome and valued. Don’t avoid the topic, instead, consider celebrating events like Neurodiversity Celebration Week, the last full week of March, which aims to debunk stereotypes and highlight the challenges neurodivergent individuals face.

Encourage team leaders to discuss neurodiversity and how to create an inclusive environment — while, of course, being careful not to disclose any employee's neurodivergent status without consent.

Celebrating neurodiversity can also encourage employees to self-identify, providing valuable data to help improve support systems and accommodations.

6. Utilise data

Collecting and analysing data on neurodiversity within your organisation can provide insights into how well your inclusion efforts are working. Ensure you have the right tools and protections in place, as this data often contains sensitive information.

Embracing neurodiversity offers organisations a strategic advantage by unlocking the potential of neurodivergent individuals. By recognising and supporting these unique strengths, companies can create an environment that fosters innovation, creativity, and high performance.

Read about how YuLife supported ITRS in providing an inclusive and tailored benefits offering here.

About YuLife

YuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. 

How does it work?

Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.

Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.

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