As neurodiversity is included more frequently on employers’ diversity, equity, and inclusion (DEI) agendas, many HR and business leaders are introducing policies and procedures to better support neurodivergent employees. Despite NHS Employers showing that 1 in 7 people in the UK are neurodivergent, Birkbeck University has found that 65% of neurodivergent employees fear discrimination from management when disclosing their condition.

It is vital, therefore, that employers initiate these conversations in the workplace and provide better support for neurodivergent employees - not only to make them feel safe and supported, but also to empower them to perform at their best.

Business leaders should review their current employee benefits to ensure they are addressing the diverse needs of all employees. This includes understanding and appreciating the unique contributions neurodivergent employees bring to the table, as well as acknowledging the challenges they face, such as long wait times for diagnoses and treatments as identified by ADHD UK. These delays can lead to heightened stress and anxiety, which in turn can negatively impact productivity and overall well-being.

Unlocking the power of neurodivergent talent

Employers should be cautious about jumping straight into action. It can be more effective to first take a step back, listen, learn, and embrace people’s strengths. Neurodivergent employees bring a wealth of diverse perspectives. Studies have shown that a neurodiverse workforce can drive innovation, enhance problem-solving, and improve team dynamics. Neurodivergent individuals often think outside the box, and their unique viewpoints can lead to creative solutions and ideas.

These qualities contribute to success and better results for the business. Attracting and retaining neurodiverse talent should be a priority, and business leaders should continually assess how to create an inclusive, safe environment for all.

Building a truly inclusive culture

Creating a strong, inclusive culture begins from the moment someone experiences your company. This starts with reviewing your recruitment processes to ensure they are accessible to neurodivergent candidates. 

Traditional hiring practices can be unsuitable for neurodivergent individuals according to Headstart, preventing them from having the same opportunities as others. To address this, consider offering skills-based assessments or providing interview accommodations to help candidates feel comfortable. For example, adjusting lighting and sound levels, elements that may be off-putting for individuals with autism, can create a more supportive environment, allowing candidates to showcase their best ability. By doing so, you ensure that you’re not missing out on top-tier talent that may have previously been overlooked due to an unsuitable interview format.

Creating a strong culture also means ensuring neurodivergent employees feel safe and comfortable communicating their needs. Encouraging open dialogue, ensuring your workforce is educated, and training managers to offer support where possible is essential. Part of this involves continuously gathering employee feedback through staff surveys and open conversations with line managers. Once you’ve built trust and empowered employees to feel comfortable sharing their needs, you’ll be better positioned to develop a successful culture and benefits strategy that truly resonates with your employees.

This will help neurodivergent employees feel more comfortable, perform at their best, and be as productive as possible. This will reduce stress and anxiety, improve well-being, and lead to lower absenteeism and turnover rates, as over half of neurodivergent employees have taken time off work due to their neurodivergence.

Tailored benefits for neurodivergent employees

Creating a strong, inclusive company culture goes hand-in-hand with offering tailored support through employee benefits. Providing targeted support such as private healthcare coverage and flexible working arrangements is key.

Often, it’s the small changes that can make a huge difference to someone’s workday, changes that may go unnoticed but have a big impact. For example, providing tools to help employees with spelling or grammar who struggle with written communication can significantly improve their ability to perform at their best. Similarly, some neurodivergent employees may find open office environments overwhelming. In these cases, offering a quiet or designated workspace can help them focus and feel more comfortable. These small adjustments can have a powerful effect on both productivity and overall well-being.

Unlocking the potential of an inclusive work environment

By prioritising these steps, organisations signal their commitment to neurodiversity, demonstrating that they value all forms of diversity and are dedicated to creating an environment where everyone has the opportunity to succeed.

Businesses can also turn to third-party providers, such as Lockton, for guidance on evaluating how their current benefits strategy can be tailored to support neurodivergent employees. By opening the discussion, companies won’t just see a significant positive impact on employee well-being, which will drive talent retention, but they will also set their business up for long-term success.

 Jeff Fox is a Strategic Consulting Lead within Lockton’s employee and people solutions practice