Julie Hayes, Head of Specialist Services at Ben, the automotive charity, shares practical ways to create an inclusive workplace. Embracing neurodiversity means recognising and valuing different ways of thinking, learning, and working. By supporting neurodivergent employees, businesses can foster innovation, boost productivity, and build stronger, more diverse teams.
‘Neurodiversity’ refers to the natural diversity in our human brains. Neurodivergence is when a person’s brain processes, learns, and/or behaves differently from what is ‘typical’ and neurotypical describes how the average person’s brain works. Whether an individual is neurodivergent or neurotypical, everyone has something unique to offer and deserves the chance to contribute within society in general, as well as in their place of work.
A strong team thrives on diversity – people from different backgrounds, with varying life experiences, personality types, and strengths. A successful workforce embraces each person’s strengths and enables them to play to them. Employers have a duty of care to employees and play a key role in providing a supportive and inclusive environment for everyone, including neurodivergent individuals, so they can thrive in the workplace.
Here are some top tips about embracing neurodiversity and supporting neurodivergence in your organisation:
- Embrace individual strengths
It’s important to recognise that neurodivergent individuals have unique perspectives and abilities. For example, some people with ADHD can be great problem solvers and calm in a crisis and some who are autistic have a strong memory and good attention to detail. Some other known strengths that neurodivergent individuals have are resilience, intense concentration, pattern recognition and creativity. - Treat everyone as an individual
We are all individuals, so what one person needs will likely be different from another and this is also true of those who are neurodivergent. One approach doesn’t suit everyone, so make sure you support each team member’s needs with consideration, flexibility, and understanding. - Get curious
If something isn’t working or a team member seems to be struggling (if you’re seeing performance issues, behavioural changes, poor timekeeping, or absence), take the time to have one-to-one conversations. Get curious. Showing genuine care and asking if they are OK can open up valuable discussions.
- Raise awareness about neurodiversity
Provide resources to reduce stigma and increase understanding about neurodiversity in the workplace. You can share our neurodiversity support and resources through your internal communications channels and raise awareness about Ben’s support, so people know where to turn when they are struggling. - Create an inclusive working environment
Encourage open communication and a culture where neurodivergent employees feel comfortable discussing their needs without fear of discrimination. Find out more about creating an inclusive working environment in our article. - Offer flexible working
Of course, this isn’t possible for every workplace, but there is normally a way you can offer more flexible working options for employees who need it. As examples, you can adjust hours so individuals can work when they are most productive, or offer part-time and compressed hours. Some neurodivergent individuals might thrive in environments where they can work from home or have the option to choose between remote and office-based spaces, so fully remote and hybrid are good options to consider. - Adjust the physical workspace
As much as possible, make accommodations for sensory needs (e.g. offering quiet workspaces, noise-cancelling headphones and/or adjusting lighting). You can also make ergonomic adjustments, ensuring your workplace is comfortable and adaptable for various needs. - Offer reasonable accommodations
Whenever possible, modify job tasks to suit each individual and embrace the way they work best. Using tools and technology such as screen readers, time management apps, AI and speech-to-text software can also be a support. You can also discuss Access to Work with the individual to support their needs. - Clear communication and feedback
To avoid confusion, give clear, specific, and direct feedback so everyone knows where they stand. Offer instructions/tasks in both written and verbal formats to cater to different learning styles. - Support health and wellbeing
Encourage regular breaks and annual leave to help neurodivergent employees manage stress and energy levels. Consider implementing a buddy system or having dedicated support team members to help employees who need accommodations or adjustments. Additionally, make employees aware of the free and confidential support available through Ben. Share our contact details with your employees and visit our toolkit for ways to promote Ben’s services in your organisation. There are also many resources available from Neurodiversity Celebration Week.
