Challenging culture and supporting the neurodiverse workforce

It is important to be aware of the challenges that neurodiverse people face while also avoiding assumptions and stereotypes. Trying to fit into a neurotypical world can be taxing and can lead to higher rates of depression, burnout, and perfectionism. People with ASD may struggle to understand the unspoken dynamics of the workplace, and those with ADHD may become "time blind" when working on projects. Providing explanations and clarification can make a big difference, even for small things like where to go for coffee or how long certain tasks may take.

An overall top-down approach is essential for successfully leveraging the strengths of neurodivergent talent, as well as for managing any challenges that may arise. This approach should focus on providing support to individuals, teams, and managers, enabling the strengths of neurodivergent talent to shine.

Recruiting neurodivergent individuals may require a different approach and adjustments to the recruitment process. Job descriptions can be exclusionary, such as using the phrase "good communication skills," which can discourage individuals with spelling difficulties. To help overcome this, offer alternative ways to access role descriptions and suggest targeted skills, such as using assistive technology. Interview questions should be closed and less ambiguous, and the environment should be free of distractions. Innovative approaches, such as using a gaming format, may be useful; and discussing flexible hours can be beneficial for those who find rush hour crowds overwhelming. Additionally, appointing a neurodiversity champion can assist with onboarding and beyond.

To create an open-minded environment in which people can communicate their needs and perform to their fullest potential, it is necessary to take a proactive stance. Structured, frequent feedback and check-ins should be provided to enhance communication channels. Additionally, an independent and experienced workplace assessor can be employed to identify any needs and determine appropriate adjustments or support to improve working life.

All managers and HR staff can undergo specific training to confidently provide the best support to employees. Empowered line managers can spot potential barriers and provide education on neurodiversity and neurodiverse traits to eliminate any preconceived notions. Additionally, short coaching courses for staff can boost their confidence and equip them with positive coping strategies.

Tools to assist may include: 

• Mind mapping techniques or software to aid concentration
• Adjustable lighting 
• Set routines and breaking down steps 
• Noise cancelling earphones or loop earplugs
• Screen filters to aid reading and text distortion
• Time management software to keep tasks on track
• Instant messaging 
• Options to work in less busy areas or ‘snugs’
• A ‘quiet’ room that all employees might find beneficial 

Having a neurodiverse workforce can provide benefits to both employees and employers, bringing attention to detail, focus, and innovation. To maximise the value of this trait, employers should strive to increase education and establish an inclusive, strength-based culture across their entire organisation. By recognising the real value of people who think differently, employers can foster innovation and create a workforce that accurately reflects the diversity of the world.

Christine Tanner is a Lead Psychologist at HCA UK and frequently advises HR departments, senior managers, and individuals to implement innovation and change.