5 Ways Employers Can Support Neurodiversity in the Workplace: Cost-effective solutions for businesses

Neurodiversity in the workplace can be a great addition to any workplace, offering benefits to both employers and employees alike.

By embracing neurodiversity, companies unlock a wealth of untapped talent, creativity, and innovation within their workforce.

Not only does this help to foster a more inclusive and dynamic work environment but it positions the company as a leader in diversity and equity initiatives.

Despite these advantages, many businesses struggle to understand how to effectively support neurodiversity. Here are 5 ways employers can support neurodiversity in the workplace.

But first, let’s define neurodivergent.

Neurodivergent is a term used to describe individuals whose neurological development and functioning differs from what is considered typical or “neurotypical.”

This term emphasises the natural variation in neurological traits and challenges the notion of a single “normal” way of experiencing the world. Neurodiversity covers the broad spectrum of individuals who may experience autism, ADHD, dyslexia, Tourette's syndrome, and others.

According to figures, around one in seven people are estimated to be neurodivergent. This means the chance of hiring a neurodiverse candidate is very likely, so it’s a core requirement for businesses to understand what neurodiversity is.

Much like we all experience a different perception of the world, a neurodivergent brain offers a unique approach to business. These individuals can be skilled at things such as thinking creatively, solving complex problems, or paying attention to detail.

By embracing neurodiversity, businesses not only tap into a diverse pool of talent but also foster a culture of inclusion and innovation.

Regular check-ins are crucial for maintaining open communication channels between employers and employees, offering an opportunity to raise any concerns.

The preference here is key, as neurodiverse individuals may have different communication styles and require different adjustments. Whether it’s weekly, bi-weekly, or monthly, these regular check-ins provide opportunities to adjust communication methods to better suit their needs.

It could be that more clarity is needed on a certain task or project, which has not been interpreted via email.

Similarly, check-ins also serve as a platform for neurodiverse individuals to express their unique perspectives and ideas, fostering a deeper understanding of their contributions and facilitating meaningful collaboration within the team.

Neurodiversity training is one way employers can support neurodiversity in the workplace, allowing all employees to gain a better understanding of neurological differences in our unique brains.

Sessions can explore various neurological differences and conditions such as autism, ADHD, dyslexia, and others, providing insights into the strengths, challenges, and perspectives of neurodiverse individuals.

Training can cover practical strategies for communication, collaboration and creating inclusive work environments where diverse talents are valued and nurtured. Incorporating these sessions can be done by:

• Offering dedicated training sessions – schedule specific training sessions or workshops focused on neurodiversity awareness and inclusion.
• Utilise training providers and resources – consider partnering with training providers who have existing employee training programmes.
• Host guest speakers – invite guest speakers for “lunch-and-learn” sessions, encouraging them to share their experiences, insights, and best practices.
• Provide resources and reading materials – offer resources and reading materials on neurodiversity for employees to explore independently, including articles, books, and podcasts.
• Encourage open discussions – create opportunities for open discussions and dialogue about neurodiversity among employees.

By providing neurodiversity training, it provides a culture where employees feel supported.

According to data, women are three times more likely than men to work part-time or engage in flexible work arrangements. Additionally, a study by instantprint found that 17% of neurodiverse individuals sought flexible working arrangements.

Not only is flexible working an inclusive approach for employers and candidates but it helps to retain talent within the business. But why is flexible working important for neurodiversity?

Flexible working arrangements can provide neurodiverse individuals with the flexibility they need to manage their work schedules in a way that accommodates their unique needs and preferences.

This can include allowing for breaks during the workday to manage sensory overload, providing opportunities for remote work to minimise environmental distractions or adjusting work hours to accommodate varying energy levels.

Although traditional recruitment strategies may work for some individuals, they can often be a barrier to neurodivergent applicants. Here are some ways in which you can improve recruitment:

Re-write your job adverts

Job adverts can often be difficult to read, so consider re-writing your adverts so that it is clear for anyone to understand.

Check your careers page

A careers page is a great way to showcase what it's like to work for you. Make this page engaging by adding videos and pictures, and varying the content so that it is wholly representative of the culture.

Consider avoiding flashing or blinking content or provide the option for individuals to turn it off, as this can be overwhelming.

Consider removing an in-person interview

If possible, consider removing an in-person interview. This can help in several ways, including reducing sensory overload, minimising social pressure, and allowing employers to focus on the unique abilities the candidate brings to the table.

Workplaces can be very distracting environments, whether it’s loud printers and machinery or overhearing conversations, it can pose significant challenges for neurodiverse individuals who are sensitive to sensory stimuli.

But don’t worry, there are many cost-effective solutions to this.

Firstly, take the time to understand what would help each person and what they feel is a current obstacle. Being open here is key, so make sure to set realistic expectations and budget of what can change and what can’t.

For example, it could be that you work in a busy office and there is lots of distracting noise. One cost-effective solution to this could be supplying your team with noise-cancelling headphones.

Another solution could be implementing a seating plan that groups teams. This minimises the risk of people having to shout across the office to engage with one another. Other non-expensive solutions could be creating designated quiet areas, implementing softer lighting, and encouraging ‘collaboration hours’ and ‘focus time.’

Neurodiversity is a conversation that never stops.

As circumstances and preferences change, remember to actively encourage feedback from neurodiverse employees about what strategies are working well and what additional support they may need. This continuous dialogue fosters a culture of understanding, empathy, and responsiveness.

Tech Talent Engine is here to help support employers in their journey towards creating inclusive and neurodiverse workplaces. Our platform offers a multitude of benefits for employers looking to tap into diverse talent pools and foster an environment of inclusivity and innovation.

Employers can upload their job postings for free, reaching a wide audience of potential candidates. This allows individuals to tap into great networks and become employers of choice within the neurodiversity community.

Just sign up to create your free account today to get started.