How can your EAP support your neurodivergent staff, managers and teams?

How can your EAP support your neurodivergent staff, managers and teams?

As organisations work to build inclusive, high performing workplaces, neurodivergence is moving from a ‘nice to have’ consideration to a crucial priority.  Organisations have specific policies in relation to supporting neurodivergent staff, understanding that it is no longer affordable to overlook the strengths and needs of their neurodivergent talent.

Organisations understand the benefits of neurodivergent thinkers, different thinkers support innovation, productivity and attract talent to their company.   Neurodivergent thinkers bring key strengths that any company would want to embrace, creativity, focus, holistic thinking, and problem solving. Ignoring neurodivergent applicants or your neurodivergent talent is likely to lead to disengagement, absenteeism and a loss of talent — why would someone stay who doesn’t value them or see their strengths? Supporting neurodivergent staff makes economic, moral and commercial sense.

Supporting staff is not always an easy job, and line managers may feel ill-equipped to support neurodivergent members of staff. This is alongside those neurodivergent staff feeling reluctant to disclose their needs due to fear of stigma or misunderstanding around neurodivergence. In addition our workspaces are not historically set up for neurodivergent employees and diverse cognitive profiles so supporting and engaging with your neurodivergent workforce is vital. If appropriate support and structures are not in place it can lead to increased stress and disengagement.

The role of EAPs is to offer confidential support that is accessible for all employees and can include equipping managers and employees with practical guidance and strategies on what steps to take to be able to address workplace issues before they escalate into a wellbeing issue or performance issue. As employers, your role is clear, embedding the right support, which includes a robust EAP provision can support you moving to meaningful, sustained inclusion for your neurodivergent employees.

Rebecca Wones, Director of Psychology (Neurodiversity), PAM Wellness