Why embracing neurodiversity creates a safer, more productive workplace
Most employers would agree they are continually striving to improve diversity and inclusion in the workplace, whether that be in the office, on the road or rails, or on a construction site. In recent years, the concept of diversity in the workplace has evolved beyond traditional considerations of gender, race, and ethnicity. Embracing neurodiversity, which acknowledges and values the unique strengths and perspectives of individuals with neurological differences, is increasingly recognised as a playing a key role in creating a safer and more inclusive workplace.
Neurodiversity Celebration Week is just a few weeks away, and provides an opportunity for organisations to challenge the stereotypes and misconceptions they - and their employees - may have about neurodiversity. The awareness week aims to transform how neurodivergent individuals are perceived and supported, by providing businesses, schools, and universities with tools to recognise the many advantages of being neurodivergent.
In this blog post, we look at the importance of embracing neurodiversity, the benefits to both employees and organisations, and practical steps that can be taken to foster a neurodiverse-friendly workplace.
What is neurodiversity?
Neurodiversity encompasses a range of neurological variations. It refers to alternative thinking styles such as dyslexia, dyspraxia, dyscalculia, autism, and ADHD. Approximately 15-20% of the population is neurodiverse, although it is suspected that there are many more who are undiagnosed.
Rather than viewing these differences as disorders that need to be fixed, the neurodiversity paradigm sees them as natural variations of the human brain. Embracing neurodiversity means recognising and celebrating the unique strengths and perspectives that neurodivergent individuals bring to the table.
Journalist Harvey Blume wrote in 1998: “Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will be best at any given moment?” This is believed to be one of the first uses of the term ‘neurodiversity’ in print. Blume’s quote reflects the neurodiversity paradigm and powerfully demonstrates how embracing neurodiversity in the workplace - as in life - may be advantageous.
Benefits of neurodiversity in the workplace
Employers are obliged to put in place ‘reasonable adjustments’ for employees with disabilities under the Equalities Act 2010. As well as a strong legal and moral case for creating a neurodiverse-friendly workplace, there is also a watertight business case.
By recognising the strengths and talents of neurodivergent individuals, employers can unlock a larger talent pool, increasing creativity and productivity, and even improving safety. 96% of employers think there are benefits to having a neurodiverse workplace, yet just one in five autistic people in the UK are in any form of employment.
According to the Harvard Business Review, organisations that embrace neurodiversity gain competitive advantage, benefiting from increased talent acquisition, better engagement, and improved staff retention. Leading organisations such as GCHQ, JP Morgan Chase and GWR recognise this, which you’ll see as we go on to explore the specific benefits of neurodiversity in the workplace:
1. Innovation and creativity
Neurodivergent individuals often possess unique cognitive abilities that contribute to innovative thinking and creativity. For example, some dyslexic and dyspraxic people are known for their ‘big picture’ thinking, as well as their inventiveness and creativity. They tend to excel in pattern spotting and risk calculation, which is perhaps why they’re associated with entrepreneurship, and why approximately 25% of CEOs are dyslexic.
GCHQ is one of the biggest employers of neurodiverse people in the country. “Neurodiversity is key to keeping Britain safe,” says Jo Cavan, director of strategy, policy, and engagement at GCHQ. “At GCHQ, some of our most talented and creative people have a neurodiverse profile – including dyslexia, autism, dyscalculia, and dyspraxia. Having a diverse team and a mix of minds better equips us to carry out our mission and tackle new and emerging threats.”
2. Increased productivity
Neurodivergent individuals can excel in their roles, contributing significantly to the overall productivity of the team. An article by Danny Clarke, Commercial Director of the National Federation of Builders, reported that neurodiverse teams are 30 per cent more productive.
Some neurodivergent individuals can work with quite exceptional productivity. ADHDers can be remarkably composed in high pressure situations that neurotypicals may find overwhelming, while their ability to hyper-focus on a stimulating task can lead to outstanding productivity.
Some people with autism also have a strong ability to focus and concentrate for long periods of time, which can both aid productivity and workplace safety. When JP Morgan Chase conducted a side-by-side comparison of their autistic employees compared to their peers, they found: “The Autism at Work employees were 48% faster and as much as 92% more productive”.
3. Focus on safety
In an article on July last year, RailStaff magazine interviewed Ewan McDermott, an autistic team member. He commented: “I’d say my autistic tendencies help me in my day-to-day job, attention to detail in regards of certain things, following structure, and strict rules and procedures, especially in the safety critical work on the railway. Structure and procedures … are crucial to safety critical work. My autism helps me with this, as does my extreme attention to detail. This includes … carrying out tasks during high pressure, disruptive events that can occur on the railway.”
It's clear from this that in some safety-critical roles, neuro-divergency can be seen more as a valuable asset than a challenge to be overcome.
4. Enhanced problem-solving skills
Neurodivergent individuals may approach problem-solving differently from neurotypicals, providing fresh perspectives and alternative solutions. This diversity in thinking can be particularly valuable when faced with complex challenges that require varied approaches.
For example, problem-solving and analytical thinking are typical strengths associated with autistic employees. People with autism tend to be especially logical thinkers, with a data-driven style which is free from confirmation bias.
5. Improved employee morale
Creating a workplace that embraces neurodiversity fosters a culture of acceptance and inclusivity which extends to all members of staff. This, in turn, boosts employee morale and satisfaction, leading to a more positive and safe working environment.
6. Broader talent pool
Embracing neurodiversity allows organisations to tap into a broader talent pool. By recognising and accommodating neurodivergent individuals, companies can attract skilled professionals who might otherwise be overlooked in the traditional hiring process.
By properly supporting neurodivergent employees and ensuring they are recognised for their strengths and talents, you’ll be able to harness their abilities to allow them to continue their development. This will not only benefit your business in the short term, but will improve staff loyalty and retention, meaning your investment will continue to pay dividends.
Practical steps to embracing neurodiversity
The disability charity Scope explains that the social model of disability holds that disability is caused by the way society is organised, rather than by a person’s impairment or difference: “The model says that people are disabled by barriers in society, not by their impairment or difference. Barriers can be physical, like buildings not having accessible toilets. Or they can be caused by people's attitudes to difference, like assuming disabled people can't do certain things. The social model helps us recognise barriers that make life harder for disabled people. Removing these barriers creates equality and offers disabled people more independence, choice and control.”
The following suggestions provide a starting point to making your workplace more neurodiverse-friendly, by removing some of the barriers a neurodivergent individual may find there.
1. Raise awareness and provide training
There is a need for greater understanding within the workforce, as well as a cultural shift within business, to allow for improved confidence in talking about and embracing neurodiversity at work.
Many individuals may not be familiar with neurodiversity and its implications in the workplace, or they may have misconceptions that means they are prejudiced. Offering awareness programs and training sessions can help educate employees about neurodiversity, reducing stigma and promoting understanding.
2. Implement inclusive recruitment practices
Review and modify hiring practices to be more inclusive, including the details within your job descriptions. Consider candidate filtering tools that focus on removing unconscious bias, enabling blind recruitment. Avoid penalising neurodivergent applicants who may for example have a patchy educational or work history, or poor spelling. Consider alternative methods of assessment, such as skills-based evaluations or mini apprenticeships, to provide a fairer chance for neurodivergent candidates to showcase their abilities.
Selection processes for jobs often emphasise eye contact and small talk, which can lead to employers missing out on autistic candidates. So-called soft skills may be assessed even when they are not an integral part of the job – and even where they are trumped by work ethic or technical skills.
3. Create a supportive environment
Foster an inclusive workplace culture by creating an environment that supports neurodivergent employees. This may include providing quiet spaces, flexible work hours and hybrid or at-home working.
The Equality Act 2010 stipulates that employers have a duty to make ‘reasonable adjustments’ to support people with disabilities in the workplace. Some employees may be eligible for the Access to Work scheme to help with necessary equipment. Don’t forget things like office lighting, noise levels, and organisational equipment. It’s imperative that all employees are aware and supportive of these measures too.
4. Establish mentorship programs
Pairing neurodivergent employees with mentors who can provide guidance and support can be hugely beneficial. Mentorship programs can help neurodivergent individuals navigate professional challenges and excel in their professional development. The benefits work both ways, with the mentor gaining insights from the different ways that their mentee works and thinks.
Conclusion
Embracing neurodiversity is not just a moral imperative; it offers a strategic advantage for organisations seeking to thrive in an increasingly competitive and dynamic business environment. By recognising and valuing the unique contributions of neurodivergent individuals, companies can unlock a wealth of talent, drive innovation, and create a safer and more inclusive workplace for everyone.
By championing neurodiversity, not as an exception, but as an integral part of the workforce, employees can create workplaces that are more resilient, safe, and productive.
Links and sources:
Neurodiversity Celebration Week Resources for Organisations https://www.neurodiversityweek.com/resource-hub
CIPD Guide to Neurodiversity at Work https://www.cipd.org/uk/knowledge/guides/neurodiversity-work/
Harvard Business Review https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
Scope’s Social Model of Disability www.scope.org.uk/about-us/our-brand/social-model-of-disability
Unlocking the power of neurodiversity in construction: a call to action https://www.constructionnews.co.uk/skills/unlocking-the-power-of-neurodiversity-in-construction-a-call-to-action-11-08-2023/
RailStaff Insights – Celebrating neurodiversity in rail https://www.railstaff.co.uk/2023/07/12/railstaff-insights-celebrating-neurodiversity-in-rail/
