Managing Neurodiversity in the workplace

Written by Shannon Whitesmith from Cornerstone Resources - a supporter of Cornerstone Safeguarding, and not just because of the great name choice!

Why is it important to be aware of neurodiversity in the workplace?

Cornerstone Resources are passionate advocates for people, and neurodiversity is a mission close to our hearts. Our team brings personal and lived experiences of neurodiversity into our professional approach.

It’s also a subject matter that often comes up with our clients whether it’s guiding them through conversations, wellbeing plans or helping to answer the questions they have – such as, what’s the difference between a self and professional diagnosis, and what is a reasonable adjustment? (Hmm, read on and find out).

How much will this cost? (not much, if at all).

What is “neurospicy” and is it ok to say?! (… it is safe to say).

Work is a significant part of our lives and identity, and feeling connected at work is essential. We strive to ensure that everyone can bring their full selves to work, thrive, and feel a sense of belonging.

However, this can be challenging when a workplace does not understand or respect neurological differences. We recognise that many organisations want to be supportive but may not know how to due to misconceptions or fear of making mistakes.

In this blog, I will guide you through neurodiversity in the workplace, debunk some common myths, and hopefully empower you to engage in meaningful conversations with your teams.

Neurodiversity – myth busting!

Understanding of neurodiversity continues to evolve with ongoing research and breaking down of societal stigma. What was considered “correct” a few years ago may have changed. Staying up to date with the latest awareness is crucial, especially as more adults are being diagnosed later in life.

Let’s tackle those myths!

1. Neurodiversity is a disorder. FALSE. It is not something to be ‘cured’ and implies something is ‘wrong’ which is problematic. It is simply a natural variation of our brains, its own rhythm of processing information.

2. Everyone with neurodiversity is the same. FALSE. It is as unique as everyone and affects each person differently.

3. Neurodiversity is just autism. FALSE. Autism falls under the umbrella of Neurodiversity which includes other types of neurodivergence such as ADHD and Dyslexia etc.

4. Neurodiverse people can’t succeed in the workplace. FALSE. This is another problematic view that is harmful. Most neurodivergent people have successful careers in their fields, especially in STEM

5. Neurodiversity and mental health are the same. FALSE. The two are not mutually exclusive. You can be neurodivergent with or without having mental ill health, likewise, to have mental ill health does not necessarily mean you are neurodivergent.

   
   

Ok, well, what is neurodiversity?

We’ve made it through the myths, but now we need to understand what neurodiversity is. ‘Neurodiversity’ is an umbrella term used to describe natural variations in how people’s brain function and processing of information. Individuals with neurodiversity are referred as ‘neurodivergent’.

Common types of neurodivergence include:

• ADHD

• Autism

• Dyslexia

• Dyspraxia

• Dyscalculia

• Tourette’s syndrome

This list is not exhaustive. Other conditions recognised as neurodivergence include Development Language Disorder, OCD, misophonia, cognitive functioning difficulties and stammering.

Inclusive Employers have a great glossary of ND terms, which you might find helpful.

Neurodiversity is not considered a mental health problem; however, neurodivergent individuals often experience mental ill health. It is also common for someone to have more than one type of neurodivergence, known as ‘co-occurring conditions’.

Language is crucial when discussing neurodiversity. Avoid using terms like “suffers from” or referring to it as a “disorder”, as it is neither. Although neurodiversity can be recognised as a disability, and is protected as such, not everyone with neurodiversity considers themselves disabled so try to avoid labelling it unless the individual recognises it to be so for themself.

Ultimately, it’s a spectrum experience unique to each person and language will vary from person to person.

I understand that this involves many terms and considerations but remember that sensitively asking someone about their view of their own neurodiversity can make the conversation more comfortable for both of you.

Be curious, listen non-judgementally, and take the time to understand their experience and what it means to them. I promise you, it will make a significant difference to them.

What is the difference between diagnosed and self-diagnosed?

Now you know what neurodiversity is and aware it’s a protected characteristic, but do you treat the person differently if their neurodivergence is formally diagnosed compared to a self diagnosis?

The short answer: no, don’t treat it differently.

Societies understanding of neurodiversity has grown considerably over the last couple of decades. While schools and professional diagnostics are still evolving, we are seeing more children being formally diagnosed and support systems being put in place to help them thrive.

Unfortunately, this has not been the case for many adults, and data suggest that neurodiversity is especially undiagnosed in girls and women.

Obtaining a formal diagnosis as an adult can be surprisingly difficult and emotionally invasive. Our experience working with neurodiverse employees shows that a formal diagnosis can help their sense of identity and access to support, such as Access to Work. However, for many, this is not a viable route.

Your responsibility is to provide reasonable support to your employees and that might include encouraging them to seek a formal diagnosis from a GP or Occupational Health. Ultimately, it is not the organisations’ role to determine whether an employee is neurodivergent. Denying support can lead to potential legal issues.

We encourage you to recognise self diagnosis and treat it with the same respect as a formal diagnosis. It takes a lot of courage for someone to come forward with their neurodiversity, and all they seek is a supportive workplace.

Don’t be afraid to have the conversation about Neurodiversity

When someone in your team approaches you about neurodiversity, remember that they are not looking for you to have all the answers but are seeking support and a way forward. Don’t be afraid to let the first and second conversations to be purely exploratory. Aim to understand how neurodiversity impacts them and their work environment.

It’s important to approach these conversations with an open mind, actively listen and avoid passing judgement. Be mindful that neurodivergent traits are not all negative; in fact, they may have strengths because of their neurodiversity. For example, someone might struggle with inattention but excel at ‘sprint working’ with deadlines.

Your goal in the initial conversation should be to build trust and offer encouragement. Ideally, you will outline some initial activities to explore and schedule a follow-up meeting to review what has worked and what hasn’t. Be aware that they may not have answers to all your questions right away, so this gives them time to reflect.

A top tip from us: individuals with neurodiversity often struggle with attention, so we recommend taking notes on what was discussed, especially listing the initiatives they wish to explore. This gives them something to look back on.

Does it cost a lot to create a neuroinclusive workplace?

Broadly speaking, creating a neuroinclusive workplace doesn’t cost much. In fact, many initiatives are cost-free and easy to implement. It’s primarily about exploring different strategies and finding what works best.

Examples of cost-free initiatives include:

• Having visual prompts such as wall charts, labels and checklists.

• Setting up reminders such as visible clocks, alarms or timers for tasks.

• Reduce distractions such as allowing headphones and earplugs, reducing visual noise in an area by putting up desk separators etc.

• Modifying their workspace, such as rotating their desk away from others, creating quiet zones or scheduled non-disturbance times.

• Adjusting start, end and lunch times, such as splitting a 1-hour lunch break to 2 half an hour breaks at the end of the morning and mid afternoon.

• Offering increased supervision, mentoring or peer to peer support.

• Breaking tasks down to bitesize steps or as a checklist.

• Educating your workplace on neurodiversity so that everyone is more aware of the symptoms and can respond.

• Understanding and playing into their natural strengths.

• Taking more frequent notes and checking back to ensure understanding.

• Shorter meetings or splitting meetings into parts to ensure attention.

• Making your recruitment and selection process more inclusive.

• Introducing an EDI Representatives.

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Examples of initiatives with costs:

• Having a larger computer screen or second screen so everything is visible and reduces relying on memory.

• Having a standing desk to support moving around.

• Todo list apps.

• Using the text to speech tools on Microsoft Word.

• Note taking apps.

• AI software.  

You may want to consider introducing initiatives that are not necessarily person specific but can be applied organisation wide. It’s important to explore what feels most appropriate and be prepared to continue this journey as you gain a better understanding of what works best for you and your organisation.

For example, you could conduct an anonymous survey to collect data on how many people associate with neurodiversity or get an idea of initiatives that are most likely to be received if implemented.

Most importantly, these initiatives are generally small and cost-free yet have a significant impact on someone who wants to feel like they belong and wishes to thrive. With the Government’s Access to Work programme, some of even all of the costs may be refunded.

An argument for making your workplace neuroinclusive.

An organisation that advocates for and implements strategies to create a neuroinclusive workplace will often see numerous benefits. These include improved employee wellbeing, reduced absenteeism and turnover, attraction to a wider range of potential talent, and a decrease in the risk of disputes and legal claims.

Many neuroinclusive initiatives are likely to enhance the overall work environment, regardless of the number of neurodivergent employees. Additionally, integrating these practices as a natural park of your workplace improvement helps to demystify and destigmatise neurodiversity.

How can Cornerstone Resources support you.

Cornerstone Resources has always supported, and continues to support, clients with neurodiversity. We understand that there isn’t a “one size fits all” approach, so we take the time to provide meaningful and practical guidance tailored to each unique case.

As part of our services, we can advise and guide on having conversations with neurodivergent employees, support with wellbeing plans, exploring neuroinclusive initiatives, surveys, training and awareness, policy work and so on.

We recognise that while most cases result in the best outcome for both our clients and their employees, sometimes conversations can take a negative turn. We will be with you every step of the way to help mitigate any legal risks and get the best solution.

Written by Shannon Whitesmith from Cornerstone Resources - Your trusted HR Partner

Cornerstone Resources have been making a real difference in HR consulting since 2018. Founded on the principle of putting their clients first, they've grown into Manchester’s trusted HR partner for businesses who value flexibility and expertise.

Since then they've expanded nationwide, offering high quality HR support from Aberdeen to the South Coast of England!

To get in touch with Cornerstone Resources, a supporter of Cornerstone Safeguarding, email hello@cornerstoneresources.co.uk and let them know you saw their blog here!