Neuroinclusion at work: tips on getting started

Neurodivergent people have always existed. Looking back through history books we can identify significant people who were most likely neurodivergent. In recent years we have become more adept at identifying the conditions and more and more people are seeking diagnosis.

Photograph: iStock/Dzmitry Dzernidovich

It’s also true to say that the world is more complex in terms of the amount of information we have to process and how quickly we have to communicate and adapt to change, which can make it more difficult to thrive and succeed as a neurodivergent person.

For instance, think about all the different ways in which we communicate, socialise and learn and how these methods are constantly evolving and changing. Keeping pace can be difficult for anyone, but those who are neurodivergent are often placed at a disadvantage if the workplace and work processes are not adapted to meet their needs and ways of working.

An estimated one in 15 people are neurodivergent, illustrating why understanding neurodiversity in the workplace is more important than ever.

Neurodiversity

Neurodiversity is a concept which describes the natural mix of minds that we have among people. The majority of people develop in a neurologically typical way. However, some people are born with neurological development differences which means their brains develop in non-typical ways.

These neurodevelopmental conditions include autism, ADHD, dyslexia, dyspraxia, dysgraphia and dyscalculia and it’s common to have more than one condition.

People with these conditions process information and memories differently to a typical person. Autistic people may struggle to adapt quickly to change but have fantastic memories for detail and error-spotting skills, often becoming specialists in their area of expertise.

The word ‘different’ is the most important thing to remember. For neurodivergent people, their brain is handling certain information in different ways, leading to different skills and ways of behaving and learning.

For example, a person with dyslexia does not process language in the same way that most people do. This makes it difficult for them to connect the sound, spelling and shape of letters together quickly enough to read, write and spell fluently. However, they may have other strengths, such as strong visual memories and problem-solving skills, and will find alternative ways of working that get around their difficulty with words.

Neurodivergent skills

Neurodivergent people are working everywhere in every industry across the world. Some are struggling to access the workplace though, as standard recruitment and selection processes can be a significant barrier. Elon Musk, who is autistic, has said that he couldn’t get a job so went on to lead his own companies, including PayPal, Tesla and Space X. Entrepreneur Sir Richard Branson states his dyslexic thinking has been the key to his success. Ingvar Kamprad, founder of IKEA, who has dyslexia and ADHD, says that it was easier to remember the names of his products, a defining feature of the brand, rather than code numbers.

Common ways of working and communicating can prove challenging for neurodivergent people but small adjustments at work can make all the difference.

Supporting neurodivergent people in the workplace – top tips:

• Ask what may best help them in the workplace
• Listen and respond to requests for reasonable adjustments, as The Equality Act 2010 imposes a legal duty to make adjustments for disabled people
• Offer recruitment accommodations – such as questions in advance of interview, comfort breaks and the opportunity for practical work trials
• Give clear guidance on what to expect during interview and promotion processes, as this can help reduce anxiety and encourage people to attend
• Make health and safety information easily available and in an accessible format
• Use clear language and consistent fonts, along with images and diagrams, to explain data and processes
• Agree clear communication plans including how and when to best communicate, schedule meetings, give updates etc.
• Offer tools and support for staying organised, managing schedules and tracking tasks if needed
• Find alternative ways to give information and training – for example, through small chunks, audio or video recordings rather than relying on large documents to read
• Allow for sensory needs – for example, adjusting lighting, allowing ear defenders, providing quiet spaces etc.
• Offer links to relevant websites and local support groups.

Specific learning difficulties

• Dyslexia – presents language processing difficulties which impact spelling, reading and writing
• Dysgraphia – impacts writing skills leading to difficulties with handwriting and putting words onto paper
• Dyscalculia – results in consistently poor maths skills, such as understanding time, money, measurements, calculations
• Dyspraxia – co-ordination and movement signals are not sent consistently around the body so a person may at times seem awkward or clumsy, and easily fatigued.

Autism

Autism is a difference in how social, communication and everyday information is processed and prioritised. 

To varying degrees everyone who is autistic may respond differently to social situations and differ in how they communicate and express themselves. This could range from someone who is non-verbal, or prefers to avoid social situations, to someone who is very eloquent but also very literal and direct in the way that that they speak. 

The typically strong need for routine and predictability leads to reliable and consistent employees who may just need a little more time and support to adapt to change.

Sensory processing needs

Most neurodivergent people have significant sensory processing difficulties. Their sensory system doesn’t effectively filter information, sometimes creating a fight or flight response to everyday things. This means that common sounds, sights, smells, touch and tastes may be distressing to experience. There may also be under-sensitivity to certain stimuli, meaning that neurodivergent people will seek out more sensory input - for example, listening to loud music, eating certain foods, using fiddle toys.

We all have certain sounds, such as scraping noises, or textures like cotton wool or polystyrene that make us feel uncomfortable. For neurodivergent people, think of these responses and sensitivities as being amplified a thousand-fold, giving a unique mix of complex sensory needs for every neurodivergent person.

ADHD – Attention Deficit Hyperactivity Disorder

A person with ADHD has difficulties regulating attention and energy. This can look like a mix of hyperactivity (physical or mental), impulsiveness and inattentiveness to varying degrees. They may have peaks and troughs of energy and focus, and do best when working on something they enjoy and are interested in.

Giving them clear and concise instructions, help with prioritising tasks and deadlines enables a person with ADHD to work best with their natural energy, creativity and enthusiasm.

Helen Eaton is a business skills trainer specialising in neurodiversity. See:

hke-training.com

E: [email protected]

linkedin.com/in/helen-eaton-32371571

Helpful links:

Made by Dyslexia: madebydyslexia.org

National Autistic Society: autism.org.uk

British Dyslexia Association: bdadyslexia.org.uk

ADHD UK: adhduk.co.uk

Dysgraphia: dyslexiauk.co.uk/dysgraphia-and-dyslexia

Dyscalulia: dyscalculiaassociation.uk

Access To Work can help disabled people get into and stay in work: gov.uk/access-to-work