Neuroinclusive Workplaces: 3 Steps To Create

July marks Disability Pride Month. With the well-being of employees high on the agenda for organisations, it’s becoming increasingly important to build and create neuroinclusive workplaces for your team to thrive. As we celebrate Disability Pride Month this July, it’s important to consider how we can create those positive inclusive cultures by supporting neurodiversity in our workplaces. In this article we’ll be highlighting 3 key steps you can take to create a neuroinclusive workplace however, before we discuss how to create one we’ll be talking you through what neurodiversity is, what a neuroinclusive workplace is and the benefits of neurodiversity in the workplace.

What is disability pride month?

The month originated in the US in 1990 when the ‘Americans with Disabilities Act (ADA was passed). Disability Pride began as a day of celebration in Boston in 1990, as time has progressed this has become a month. The first Disability Pride Month occurred in 2015. The first Disability Pride Parade took place in Belfast in 2014. The month is a great chance for those with disabilities to join together and celebrate who they are, no matter what their differences are. The month also serves as a great opportunity to raise awareness of the challenges those with disabilities still face even in 2024.

Who is represented in Disability Pride Month?

The Disability Pride Flag represents the various disabilities that affect people.

• Red- Physical disabilities
• Gold- Neurodivergence such as ADHD, Autism, Dyslexia, Dyspraxia and Dyscalculia
• White- Invisible & undiagnosed disabilities
• Blue- Mental illnesses
• Green- Sensory disabilities

What is Neurodiversity?

Neurodiversity is a phrase that was presented by Judy Singer, a sociologist in the 1990s. Neurodiversity is an umbrella term to encapsulate different thinking styles such as ADHD, Autism, Dyslexia, Dyspraxia and Dyscalculia to name but a few. For some employees, they may substantially impact their daily lives and be classed as a disability under the Equality Act 2010. As an employer, it if your responsibility to consider any workplace adjustments that may be available for neurodivergent employees to achieve their full potential at work.

The fundamentals of the concept of neurodiversity are that it is important to remember that brains are like fingers prints and no two are the same. Being ‘neurotypical’ means an individual behaves and thinks in a way that is deemed as ‘normal’ by society. Those who are neurodivergent think, behave and process information differently.

Instead of viewing these negatively, neurodiversity is focused upon the respect and acceptance that neurodiverse individuals have a unique set of skills and challenges and employers should adapt and encourage alternative ways of thinking.

What does this mean for employers?

Back in 2021, research by Psychology Today highlighted that only 10% of neurodivergent professionals choose to disclose this to their employers. So, what exactly does this mean? Does it mean that employees do not feel psychologically safe at work, and they are concerned about any potential repercussions? Could it be that leaders within organisations aren’t facilitating this kind of conversations and cultures within companies aren’t focused upon openness and acceptance?

Arguably, the change in focus on neurodiversity has meant individuals are pursuing diagnosis in later life due to becoming better recognised and understood. Further research, the Buckland Review of Autism Employment published in February 2024 highlighted that 3 in 10 autistic adults are in work compared and only 36% of autistic graduates gain employment within 15 months of graduating. It is important to consider that neurodiverse employees believe the lack of understanding and negative stereotypes are their biggest employment barriers. So, how can we as employers overcome this?

Benefits of neurodiversity within the workplace:

Neurodivergent employees think differently from neurotypical. They may be particularly good at:

• Problem-solving
• Creativity
• Retaining information
• Attention to detail
• Taking risks to name

It is important to view these positively and ensure tasks are assigned based on skill set to achieve the best from your employees. It’s even more important to give these employees the tools and support they require to be successful and ensure you create a neuroinclusive workplace to enable them to do so.

What IS A NEUROINCLUSIVE WORKPLACE?

Neuroinclusion is the missing component in many organisations, but to be truly successful it’s important that your organisation considers neuroinclusion within your equality, diversity and inclusion strategy. Many organisations are unfamiliar with the concept of neuroinclusion while others aren’t aware of it’s importance. A neuroinclusive workplace is one that supports members of the team who are neurodiverse.

This might mean making adaptation for people who have or who are awaiting a neurodiverse diagnosis. It’s important to note that this is unlikely to be something that happens overnight. Building a neuro-inclusive workplace will take time and effort, but doing so will be worthwhile. It will rely on the input of employees at every level to create sustainable neuro-inclusion.

You might be surprised to find that your organisation and its teams are neurodiverse by their very nature- after all no two brains are ever the same. That does not mean however, that you automatically have a neuroinclusive workplace.

Benefits of Creating a Neuroinclusive Workplace

A recent CIPD survey found while 83% of employers have said the wellbeing of their employees is a critical priority, and 70% saying EDI is a critical priority for their organisation only 60% cite neuroinclusion as a focus for their organisation. The same survey found that 53% of employees surveyed said their organisation has an open and supportive climate where people can talk about neurodiversity.

It’s important for diversity of every kind to be encouraged in the workplace, after all everyone benefits from your workplace being more inclusive. Your organisation will become more attractive to those who are neurodiverse. Creating a neuroinclusive workplace can help to create a sense of belonging, help to boost the self-esteem of your team and open doors to career paths that are fulfilling. Studies have shown that neurodiverse teams can experience a 30% increase in productivity in certain roles. That increased productivity will help your teams to be more successful and in turn your organisation will thrive.

3 Key STEPS for creating neuroinclusive WORKPLACES:

1. Commit to a plan of action- Regardless of how far your organisation is on a commitment to inclusion, it is important to remember you need to be inclusive of all the employees you currently have and hope to attract and appreciate that they all think differently. Any pledge for a plan of action requires a commitment to the process and engagement with those specialised in the field. Employee-led focus groups headed up by neurodiverse employees may be the ideal starting point as this promotes inclusion by involving them on a journey that would support their employment journey
2. Create a culture based upon openness and support- If leaders are encouraging conversations on inclusion, neurodiverse employees may feel more psychologically safe in asking for support, and adjustments, or even having open and honest conversations about how their role impacts them. A survey from the CIPD found that three in 10 neurodivergent employees haven’t disclosed their neurodivergence to their line manager. To me, this highlights that three in 10 employees aren’t actively being supported or encouraged to embrace their neurodiversity and seek support and encouragement along their journey from their employers.
3. Consider neurodiversity in all internal processes/policies- As people’s brains work and process information and instructions differently, managers need to consider this when managing their teams daily. Now more than ever, it is essential to ensure all employees feel included and they are treated with dignity. The HR landscape is ever-evolving so it is essential to evaluate if your internal policies and procedures are achievable to those that are neurodiverse. For example, could you provide interview questions in advance? Could you consider different onboarding plans to ensure all essential information is available and easily retained for all? Could you consider flexible/hybrid working to ensure employees can work in an environment and at a time that works for them?  It is important to understand that ‘traditional’ workplaces may impact neurodivergent employees. For example, those with ADHD may struggle to concentrate in a busy office with lots of noise and distractions around.

These are the 3 key steps we recommend as a starting point to creating a neuroinclusive workplace. However, as we’ve previously stated this isn’t something that’s going to happen overnight. Creating a successful and positive neuroinclusive workplace will take time, it will take planning and it will take everyone and anyone within your organisation to make it successful.

If you have any queries about supporting neurodiverse employees, or about setting up neuroinclusive workplaces please do not hesitate to get in contact with Ailsa Smillie, or your usual AAB People contact.