Neurodiversity is an under-explored topic compared many other aspects of Inclusion and Diversity. Yet with 1 in 5 people in the UK having some form of neurodiverse condition – a figure expected to rise as more people have access to formal diagnosis tools and resources – the issue has never been more important. More and more companies are looking for best practice on their journey to create neuroinclusive workplaces, especially as it is estimated that unemployment for neurodivergent adults in the UK is as high as 30 – 40%.
On the 13th July, BusinessLDN convened – and Pinsent Masons kindly hosted — a roundtable to discuss how to create working cultures and environments that support neurodiverse staff. This was a fantastic opportunity to hear from senior business leaders who have been at the forefront of driving change in their businesses and across industry.
The first point of consensus was that employers must be proactive and find ways to adapt to include neurodiverse talent in their organisation. This is not only beneficial for the employment rates of neurodiverse people, but also can have a positive impact on businesses’ productivity. Neurodiverse staff bring different ways of thinking, working and problem-solving that can improve results and have a transformative impact on businesses. However, all too often there is a culture of fear which hinders progress. For neurodiverse individuals, the fear of disclosure means they are not properly supported in the workforce. And companies can be fearful too, placing neurodiversity in the ‘too difficult box’.
So how to create the right environment for neurodiverse people? ‘Humble and brave’ leadership is needed to create an environment where neurodiverse individuals feel empowered and supported. This doesn’t mean line managers needing to be experts in understanding different conditions. However, it does mean creating flexible, supporting environments where neurodiverse people are supported based on active listening about their needs, businesses are open to trying new things, and don’t feel they have to have all the answers. Neurodiversity In Business spoke about the importance of creating lists of readily available adjustments that neurodiverse individuals can use to discuss with their line managers what would work for them to feel comfortable and productive. PwC use language prompts used within their organisation help give people the building blocks to talk about neurodiversity while also not being too restrictive.
Another key focus of the discussion was on making recruitment processes more inclusive for neurodiverse candidates. Attendees gave examples of good practice in this area, such as offering candidates interview questions beforehand to prepare, giving a clear picture of how the interview process works, and revising job descriptions to reflect the skills genuinely required for the role rather than copying and pasting a standard format. Many neurodiverse people see a job advert and because they don’t feel they meet 5 out of 5 of the desirable criteria for a role they do not apply, even if a hiring manager would have been happy hiring someone who meets 4 of 5. In this context, language is vitally important to create a welcoming environment for neurodiverse people. It was also noted that some firms turn only turn to progressive hiring methods when they are struggling to fill vacancies, when they should have been doing this from the beginning of the process.
Finally, there was a real desire to do more to look at holistic ways of supporting neurodiverse individuals in the workplace. Much of this part of the discussion focussed on how the office environment can be reimagined to support neurodiverse staff. Landsec and Grainger, for example, are both exploring ways of making their office environments safer for neurodiverse staff, including building more quiet rooms, adjustable spaces and desks.
At BusinessLDN, we are keen to promote good practice for Inclusion and Diversity in businesses. See our Inclusion and Diversity Hub to read about what our members are doing to drive change in their industries. Please don’t hesitate to get contact Edward Richardson if you would like to contribute to our work on inclusion and diversity.