Neurodiversity in the workplace

‘Neurodiversity’ encompasses a range of neurological conditions, including autism, ADHD, dyslexia and more. Rather than organisations viewing these differences as a deficit, forward thinking organisations are recognising the immense value that a neurodiverse workforce can bring. 

Neurodiversity is a term that organisations should embrace, harness and welcome within the workplace. Let’s not forget what a competitive edge embracing neurodiversity can bring to an organisation!  

In this blog, we will explore the importance of embracing neurodiversity in the workplace and what key skills neurodiverse employees can bring. In addition, we discuss how to build psychological safety in the workplace. 

Key Skills 

As we know, all employees can bring different skill sets with them to an organisation, but many employers are unaware of the different skill set that a neurodiverse employee can bring and the enhancement that these skills can offer to their workplace. 

It is important to understand that neurodiverse individuals can possess unique perspectives and talents that can greatly benefit any organisation. Common beneficial skillsets associated with neurodiverse employees can include: 

Such skills can really help any organisation to thrive and set themselves apart from others, particularly those that require constant changes or adaptations to keep up with the competition.  

The term ‘hyperfocus’ means that someone can focus on a task or project for long periods of time, someone that is neurodiverse may have this skill in abundance. This intense focus can in turn then provide an organisation with increased productivity and the ability to provide a greater accuracy of work. JPMorgan reported that professionals in its Autism at Work initiative made fewer errors and were 90% to 150% more productive than neurotypical employees. On the other hand, some individuals may struggle to maintain focus, whilst being highly creative and outside thinkers. Another skill that neurodiverse individuals can often bring to any organisation is that of honest feedback and transparency. There can be a tendency amongst some to be rather straightforward and honest in their communication styles. As we all are aware honesty in any situation can be the best policy, but within the workplace this can lead to more effective collaboration and problem solving as any issues will be address quickly and solutions are found more effectively.  

With all key skills and their accompanying attributes, there can come challenges too amongst colleagues and management. To secure and enhance the key skills associated with neurodiverse employees, it is important that managers feel educated in neurodiversity so that they are confident and able to manage their teams. 

Why is psychological safety important? 

What do we mean by the term psychological safety? The CIPD define psychological safety as to how confident we feel to take appropriate risks at work due to our relationships with our colleagues and our managers. When we embrace neurodiversity within the workplace this can help to build levels of psychological safety for all concerned. It is believed that psychological safety is the key to employee wellbeing and in turn the overall organisational success. 

Psychological safety in the workplace allows individuals to feel safe and to express themselves in a safe way. To make a neurodiverse individual feel safe, you need to be mindful of elements such as promoting inclusivity, encouraging open and honest communication together with concise feedback at all levels. A supportive environment will ensure that all employees feel psychologically safe to be themselves and to reach their fullest potential.  

For those individuals who are neurodiverse, where there is a lack of psychological safety, an employee may feel anxious, isolated, frustrated, insecure and not accepted or understood. As an employer it is your responsibility to ensure that this is not the case, and you support all individuals within the workplace.