Thinking differently: neurodiversity in the workplace

As we continue to recognise more neurodiverse individuals in the workforce, it’s becoming increasingly important for businesses to grasp the concept of neurodiversity. By doing so, they can create more inclusive environments that benefit everyone. The urgency to address neurodiversity in the job market grows as Gen Z, known for their awareness and openness about such conditions, begins to join the workforce.

Why understanding neurodiversity matters

• Boosts innovation and creativity: Neurodivergent people think differently. Teams with neurodivergent members are up to 30% more productive​.
• Expands talent pool: Embracing neurodiversity attracts a wider range of skills and talents, making firms more appealing to top talent and helping to quickly fill vacancies.
• Improves employee retention: Supportive work environments encourage neurodivergent employees to stay longer, increasing retention.
• Enhances organisational culture: Inclusivity fosters acceptance, empathy and respect, boosting morale and creating a diversity-rich workplace.

What is neurodiversity?

Originating in the 90s, neurodiversity recognises human neurological differences as normal genomic variations. While these differences can sometimes create obstacles, it’s important to note that challenges often stem more from environmental factors than from the differences themselves.

This understanding has captured the attention of workplace designers who aim to create more inclusive environments. Today, neurodiversity is deeply connected to a sense of identity. Many individuals proudly identify with the term, embracing their unique neurological makeup as an integral part of who they are.

Key concepts

• Neurodivergent: people with brain functions that differ from societal standards.
• Neurotypical: those with brain functions that align with the most common societal standards.
• Masking: hiding natural behaviours to fit societal expectations, often causing stress and mental health issues.
• Accommodations: adjustments made to support neurodivergent individuals in a workplace setting.

Leading companies championing neurodiversity

EY, IBM, JPMorgan Chase, Microsoft and SAP have implemented dedicated programmes to hire and support neurodivergent employees. These initiatives are designed to tap into the unique strengths that neurodivergent individuals bring to the workplace.

For instance, EY’s Neuro-Diverse Centers of Excellence focus on employing neurodivergent individuals in analytical and technical roles, providing tailored training, mentorship and resources. Similarly, IBM’s Neurodiversity @ IBM offers personalised support, ensuring employees receive necessary accommodations. This initiative also promotes awareness and understanding among all employees to foster an inclusive workplace culture.

Understanding neurodivergence

Neurodivergence spans various neurological conditions affecting cognition and behaviour. Examples include:

• Autism Spectrum Disorder (ASD): impacts social interaction, communication and behaviour. 1 in 100 people in the UK are estimated to have ASD.
• Attention-Deficit/Hyperactivity Disorder (ADHD): affects attention, hyperactivity and impulsivity. About 2.5% of adults in the UK are estimated to have ADHD​.
• Dyslexia: hinders reading and language-based processing skills. Near 10% of people in the UK are estimated to have some form of dyslexia.
• Dyspraxia (Developmental Coordination Disorder): challenges motor coordination and planning. Dyspraxia affects around 5-6% of children in the UK.
• Sensory Processing Disorder (SPD): difficulty processing sensory information. Between 5-16.5% of people in the UK have SPD, most prevalent among individuals with ASD or ADHD.​

Common behaviours*

• ‘Hyperfocus’: intense concentration on a task leading to high productivity in one area but neglect of others.
• ‘Stimming’: repetitive movements or sounds used to manage sensory input or emotions.
• ‘Meltdown’: an involuntary reaction to sensory overload, emotional distress or an inability to process multiple inputs simultaneously.
• ‘Shutdown’: a response to extreme stress where an individual may withdraw, become nonverbal or appear unresponsive.

Empowering the neurospicy

Neurodiversity is continuously evolving as we gain a deeper understanding of our differences. For example, neurospicy has been introduced as a playful, self-descriptive way for some neurodivergent individuals to define themselves.

Similar to neurospicy, other informal terms have emerged within the community:

• Brainydivergent: Highlighting the unique ways neurodivergent brains operate.
• Neurodivergent and Proud (ND&P): Expressing pride and affirmation in one’s identity.
• Mindful Maverick: Celebrating the original and creative thinking styles often seen in neurodivergent individuals.
• Quirkbrained: Embracing the quirky and distinctive aspects of neurodivergent cognition.

These terms reflect a growing recognition and celebration of how people experience and interact with the world.

Removing workplace barriers

Traditional workplaces often cater to neurotypical needs, unwittingly creating obstacles for neurodivergent people. For instance, open-plan settings, while good for collaboration, can pose significant challenges for those with autism due to a lack of privacy, excessive sensory stimuli and uncertain interactions.

Additional challenges for neurodivergent individuals may include:

• Difficulties with focus, distraction and restlessness
• Sensory overload from heightened sensitivity and processing issues
• Challenges in social communication and understanding cues
• Variations in motivation and productivity due to procrastination and boredom
• Struggles with time management, organisation and tidiness

A truly inclusive design, on the other hand, promotes flexibility and allows people to customise their experience to their needs. Moreover, this approach empowers individuals to perform at their best, fostering better team dynamics and productivity.

By aligning workplace strategy with design to address physical and environmental barriers, you can create an inclusive workplace that supports all employees. Discover how to use this approach to optimise your team’s wellbeing.