Neurodiversity in The Workplace
Author Mark Plamer | 4min read
Unemployment rates for Autistic people are shockingly high. In the UK, just over 21% of Autistic people are in work, making them the least likely to be employed of any disabled group. In the US the picture is even worse, with at least 85% of Autistic adults out of work despite having been to college.
There are many reasons for this appalling situation, but, put simply, our society just does not value those who are different. We gravitate to those who are like us, and, when filling jobs, we are likely to recruit in our own image. Those who are different may seem a threat or perhaps a loose cannon, so we tend to stick with what we know – people like us.
What is neurodiversity?
Neurodiversity - represented by a rainbow infinity symbol - is a term that states that there is no one “correct” way of thinking, learning, or behaving. Neurodiversity refers to the diversity of people’s brains and is a way to describe a group of people. Neurodivergent (ND) is used to describe a person who diverges from the societally-defined “norm”. It is an umbrella term for Autism, ADHD, dyslexia, epilepsy, dysgraphia, and more. While those whose thinking patterns and sensations are in line with the majority are known as neurotypical (NT).
Want to learn more about neurodiversity? Check out this 5-minute read.
Why neurodiversity in the workplace is important
Business thrives on innovation. The foundation of innovation is new ideas, and what better source of fresh thinking is there than brains which work differently and see things from other angles?
When putting together a successful sports team, it generally works best to have a variety of players with different strengths and specialisms in the various parts of the game. The same approach pays dividends when building a successful team in the workplace. Having ten people that all think in a very similar way means that when faced with a problem, they may well all come up with the same solution, or not find a solution at all. Introducing a mix of thinking and brain types expands the horizons of the team and brings a much greater breadth of thinking and creativity. ND brains tend to think very differently from other people. Indeed, the much vaunted concept of “thinking outside the box” is an every day practice for many of us.
A successful team is a varied group of people that makes the most of the different strengths of each of its members. ND employees have a vital role to play in expanding the range of approaches and ideas that support a business. In a world full of problems, the fresh thinking that ND employees can bring is needed now more than ever.
How to support and promote neurodiversity in the workplace
Of course, ND people are not only different in the ideas and innovation that they can bring. They sense the world in very different ways, and this may mean that they work in different ways as well. To attract and retain ND talent, it is essential for employers to recognise and support this. When it comes to working styles and environments, one size never fits all, especially when you are seeking to include ND people. Happy Autistic Lady fully supports this approach, and we try to make it a part of our everyday working culture.
From communication styles to office design, a few small changes can make a huge difference to ND people. For example, a ND employee may prefer to communicate by email than phone, or need a quiet space to do their best work rather than a noisy open plan office. There is no single change or set of changes that will accommodate all ND people – the most important thing that an employer can do is to provide a variety of working environments and approaches, and to communicate openly with ND employees about what they need and where support can best be provided.
Often small changes can make a huge difference. A ND employee who is particularly sensitive to light may simply need the light immediately over their desk to be switched off. A phone call to set out some work required can be followed up with the same information in an email for an employee that needs written instructions. Providing access to quiet spaces as well as collaborative areas can be hugely beneficial for some.
Another possible explanation for those employment rates for ND people is the recruitment process. Interviews can be hugely difficult when you struggle in social situations and prefer written communication, as is the case for many ND people. But they only show how good someone is at an interview, not whether they can do the job itself. If you really want a diverse workforce, you need a diverse recruitment method more closely matched to demonstrating the abilities needed, rather than just talking about them.
How a neurodiverse workplace benefits everyone
Interestingly, many of the adjustments that start off being made for ND employees turn out to benefit everybody. For example, ND people often prefer clear, direct communication as they may struggle with tone of voice, body language and inference. But clear communication help everybody.
In the same way, when employers provide quiet spaces in otherwise noisy offices, they may find that NT employees also make use of them when they need to think something through in peace.
But most of all, a variety of thinking styles and approaches makes for a richer environment for us all. It helps the business through producing more ideas and potential solutions to problems, and it enriches the workplace through a diversity of approaches and experiences.
Differences are a strength to be built on, not a mystery to be feared. When we truly appreciate the value of diversity, and especially neurodiversity, those appalling employment figures for people who can be a huge asset to employers will start to change for the better, to the benefit of us all.
