Neurodiversity in the workplace: A competitive edge in talent acquisition and retention
Jamie Tuffield, senior consultant at Lockton, makes a compelling case for prioritising neurodiversity in the workplace — explaining the benefits to the business, and offering practical steps on how to better support neurodiverse employees to reach their full potential
Despite recent efforts to foster diversity and inclusion, neurodiversity continues to be overlooked in today’s corporate landscape. For businesses, their challenge is to create an environment in which neurodivergent individuals feel confident enough to be themselves and reach their full potential. This is more than a moral imperative; it is also a legal requirement, and one that can provide a competitive strategy for attracting and retaining a broad range of talent.
Why supporting neurodiverse employees is essential
Neurodivergent individuals, such as those with autism, ADHD, dyslexia, dyspraxia, represent around 15-20% of the global population. Being neurodivergent is an invisible disability; supporting these individuals to thrive in the workplace requires accommodations. By embracing neurodiversity, businesses can send a message to each and every person that thinking differently, working differently, and being yourself at work is valued and respected.
Creating a neurodiverse-friendly workplace starts with understanding and respect. It’s easy to arrange a neurodiversity training session or to talk about embracing differences, but action and commitment is needed to create an environment where neurodivergent employees feel safe to disclose their unique needs.
Organisations must take proactive steps to understand these employees’ needs, and to provide the appropriate support. This may come in the form of a wellbeing committee, internal forum for neurodivergent employees, or a written neurodivergence policy to set out commitments to support across the business.
What does reasonable accommodation look like?
Reasonable accommodations can often be simple adjustments that have a significant impact. Here are some examples:
- Jane, who has dyslexia, struggles with written tasks and spends extra time rereading emails to check for errors. A simple accommodation here could be writing assistance software, helping her complete tasks more efficiently and reducing the stress associated with written communication.
- John, who has ADHD, excels in independent work but finds initiating new projects stressful. For John, support from his line manager in starting a new project, such as guidance on the first steps, helps him transition smoothly into the project and reach the independent stage where he thrives.
- Louise, who is autistic, experiences anxiety when arriving at work and finding an unpredictable workspace. A designated desk each day eliminates this stress, allowing Louise to focus on her work without the distractions and anxieties caused by hot-desking or a noisy environment.
These examples show how small, low-cost adjustments can allow neurodivergent employees to work more comfortably and productively. Without accommodations, neurodivergent employees often ‘mask’ or pretend at work that they aren’t struggling or stressed. This masking can be exhausting, such that rates of anxiety, stress, absenteeism and job attrition are much higher amongst the neurodiverse compared to the neurotypical population.
The organisational and individual benefits of supporting neurodiversity
When an organisation genuinely embraces neurodiversity, the benefits extend beyond the neurodivergent employees themselves. By valuing different ways of thinking, the workplace becomes more inclusive and innovative. Studies have shown that neurodiverse teams can be up to 30% more productive than neurotypical teams in some areas while having a positive impact on team morale. This potential for enhanced productivity, creativity and problem-solving provides a compelling reason to prioritise neurodiversity.
Building a neurodiverse workforce also helps companies attract a wider range of customers, strengthens brand reputation, and aligns with socially responsible practices. By openly supporting neurodiversity, organisations show that they value inclusivity and progressive work practices, which can in turn attract more diverse talent across the board. In the long run, diverse teams with varied skill sets and ways of thinking drive innovation and resilience, setting up the organisation for long-term success.
Practical steps for employers to support neurodiverse employees
Foster a culture of openness and trust
Employees are more likely to disclose their needs when they feel supported and trust that their information will be handled sensitively. Leaders should champion neurodiversity openly and reinforce the company’s commitment to inclusion through actions, not just words. This can be supported through working groups, employee champions and inclusion events.
Provide reasonable accommodations
Simple adjustments can significantly impact neurodivergent employees’ productivity and well-being. Accommodations like flexible schedules, consistent workspaces, clear communication and software tools are just as meaningful as adjustments made for any employee. Just as one employee might need to start ten minutes later for childcare, neurodivergent employees might need tailored work arrangements to perform at their best.
Ensure clear communication and defined expectations
Ambiguity in roles and expectations can create unnecessary challenges. Providing clear, direct guidelines and regular feedback can help all employees, including neurodivergent ones, understand their role, focus on their strengths, and excel in their responsibilities.
Implement inclusive hiring practices
Traditional hiring processes can be difficult for neurodivergent candidates to navigate, and they may not highlight their strengths. Offering work trials, conducting skills-based assessments, and providing interview support can help neurodivergent candidates showcase their abilities effectively.
Educate and train staff on neurodiversity
A well-informed workforce is critical to creating a truly inclusive workplace. Training managers and employees on neurodiversity, sensitivity and communication strategies can improve understanding, reduce stigma, and empower teams to support their neurodivergent colleagues.
Check your third-party resources
Many insurance products offer support for neurodiverse employees. This could include counselling support, lifestyle guidance or financial wellbeing resources.
Contact your Lockton representative for further information, or visit our People Solutions page.
