Top 10 tips - Embracing neurodiversity and supporting neurodivergence in the workplace

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.