Why we need neurodivergence-aware workplaces
Why we need neurodivergence-aware workplaces
Around one in six people are neurodivergent, they are hardwired to deal with the world differently, in how they think, process and respond to information and experiences differently: because of autism, attention deficit hyperactivity disorder (ADHD), dyslexia or dyspraxia.
Workplaces though have always been designed for the ‘neurotypical’. According to a CIPD study, only 7% of employers say they have attempted to make their organisation inclusive when it comes to neurodiversity. Rather than a kind of disability, neurodiversity has been found to be an important source of skills and talents that add to the mix in teams and leads to new thinking and ideas.
Mental health and neurodiversity
Founder member of GAIN Johnny Timpson OBE, former Disability and Access Ambassador in government, said: “A significant number of people – particularly women – have been diagnosed as having anxiety. But the root cause of that, in reality, can be the fact that they are actually neurodivergent with undiagnosed autism and/or ADHD…Neurodivergent people are often thought to be mainly male. This is far from the case. It’s just that women and girls are in many cases simply far better at masking.”
The pressure on staff to hide their neurodivergence, not talk about it, not let it affect their behaviours or reputation among colleagues, leads to stress and anxiety
Mindful changes
“Under the 2010 Equality Act, neurodivergence is considered as a form of disability, with the same conditions in terms of discrimination, said EAPA UK chair, Karl Bennett.
“There are simple ways in which HR can make sure they recognise the needs of different people. For example, GAIN talks about the value of undertaking an audit to better understand how individual workplaces relate to cognitive diversity and experiences. Make adjustments such as providing alternatives to the typical noisy, open plan offices, avoid ‘loud’ colours, offer flexibility on working hours, avoid situations where staff are ‘put on the spot’ and providing thinking time.”