Hamlyn Highlights: Boosting your team with neurodiversity

It’s estimated that 15 to 20 percent of the world’s population is neurodivergent. So, while a fifth of the world have unique neurological profiles that differ from the so-called 'neurotypical' norm, it’s no surprise that neurodivergence is a hot topic in conjunction with diversity and inclusion. The prevalence and complexity of neurodiversity means that it is essential for every workplace to thoroughly understand what neurodiversity means so that they can strengthen their teams, while also supporting the challenges those with neurodivergence face. 

As organisations strive to foster creativity, innovation, and productivity, they are increasingly recognising the value of embracing diversity in all its forms. Neurodiversity refers to the natural variation in neurological traits found in human beings. It includes a wide range of conditions, including autism, ADHD, and dyslexia. While these conditions may present challenges in certain areas, they also bring with them a unique set of strengths and perspectives that can greatly benefit teams and organisations as a whole. Understanding the advantages of diversity in the workplace can result in greater productivity, profitability, and team morale, and ultimately, can also lead to a reduced rate of employee turnover. 

What is neurodiversity? 

The term neurodiversity includes a range of conditions that affect the way individuals process information, perceive the world, and interact with others. Neurodiversity refers to a number of conditions such as autism spectrum disorder (ASD), ADHD, as well as other learning disabilities.  

Here is a brief overview of some of the most common neurodivergent conditions: 

• Autism Spectrum Disorder – ASD is a developmental disorder that impacts social communication and behaviour. People with ASD can have difficulty with social interactions, exhibit repetitive behaviours, and show intense interests in specific topics or activities.   
• Attention-Deficit/Hyperactivity Disorder (ADHD) – ADHD is characterised by difficulties with attention, hyperactivity, and impulse control. People with ADHD can struggle to focus, be easily distracted, and have trouble organising tasks or activities.   
• Dyslexia – Dyslexia is a learning disorder that affects reading, writing, and spelling skills. Individuals with dyslexia may have difficulty decoding words, recognising sight words, and understanding the relationship between sounds and letters.   
• Dyspraxia (Developmental Coordination Disorder) – Dyspraxia is a neurological condition that affects coordination, motor skills, and movement. People with dyspraxia can have trouble with activities such as tying shoelaces, using utensils, or participating in sports.   
• Dyscalculia – Dyscalculia is a learning disorder that impacts a person’s mathematical abilities. Individuals with dyscalculia might struggle with tasks such as understanding numerical concepts, performing calculations, and remembering mathematical facts.   
• Sensory Processing Disorder (SPD) – SPD involves difficulties in processing and responding to sensory stimuli from the environment. People with SPD can be oversensitive or under-sensitive to sensory input, which can lead to difficulties in regulating their responses.  

Understanding the diverse range of neurodivergent conditions is essential for creating inclusive environments that accommodate the needs and strengths of all team members. By valuing and supporting neurodiversity, companies can tap into the unique perspectives and talents of individuals across the spectrum. 

Benefits of neurodiversity in the workplace 

Neurodiverse people offer a distinct perspective that can significantly contribute to innovation and problem-solving within the workforce. Their unique neurocognitive profiles often manifest in unconventional thinking patterns and approaches to challenges. This means that they have a strong ability to ‘think outside the box’ and generate innovative solutions that may not have been considered by neurotypical individuals. Divergent thinking like this can lead to breakthrough ideas and creative problem-solving strategies that can really propel businesses forward. 

Former executive chairman and CEO of Cisco Systems and founder and CEO of JC2 Ventures, John Chambers, suffers with dyslexia and hasn’t allowed his neurodiversity to hold him back. Shedding light on the commonly diagnosed condition, he said:

“Twenty-five percent of CEOs are dyslexic, but many don’t want to talk about it”.

And he’s in good company, with other hugely successful leaders such as Richard Branson and Charles Schwab also having dyslexia. This is a statistic supported by NHS Health Education England whose data (correct to 2021) also suggests that 96% of employers think there are benefits to having a neurodiverse workplace, yet only 16% of autistic people are in full-time paid work. 

To better understand why individuals with neurodivergent conditions can significantly enhance a team, we’ve taken a closer look at some of their character traits that can lead teams to success: 

• Unique problem-solving abilities
• Attention to detail
• Hyper-focus and specialised interests
• Pattern recognition
• Dedication and loyalty

By harnessing the unique strengths and talents of neurodivergent individuals, businesses can foster a culture of diversity, inclusion, and innovation that benefits both employees and the organisation as a whole.

Challenges and solutions 

While neurodivergent individuals bring valuable strengths to the workplace, they may also encounter specific challenges that can impact their performance and well-being. Understanding and addressing these challenges are crucial for creating an inclusive work environment where all employees can thrive. 

Communication barriers is a common problem experienced by neurodivergent people in the workplace. These individuals can struggle with social cues, nonverbal communication, and understanding implicit messages, leading to misunderstandings and misinterpretations in the workplace. To overcome this challenge, employers must implement clear communication strategies, such as providing written instructions, using visual aids, and offering opportunities for direct and explicit feedback. Fostering a culture of openness and acceptance can encourage neurodivergent individuals to communicate their needs and preferences effectively too. 

Another challenge can be sensory sensitivities. Many neurodivergent individuals experience heightened sensitivity to sensory stimuli, such as loud noises, bright lights, or crowded spaces, which can be overwhelming and distracting in the workplace. Employers can address this challenge by providing sensory-friendly work environments, such as quiet spaces, adjustable lighting, and noise-cancelling headphones. Offering flexible work arrangements, such as remote work or flexible schedules, can also allow neurodivergent individuals to manage their sensory needs more effectively and is a one of the standout requests neurodivergent employees are searching for in today’s job market. 

Creating an inclusive culture 

Embracing neurodiversity in the workplace goes beyond recruitment initiatives; it requires fostering a culture of inclusivity where all team members feel valued, supported, and empowered to contribute their unique perspectives and talents. 

Here are some strategies for creating a culture of inclusivity: 

• Promote awareness and understanding
• Provide accommodations and support  
• Foster inclusive communication  
• Offer training and development opportunities
• Lead by example
• Celebrate diversity and success

By implementing these strategies, companies can create a culture of inclusivity where neurodivergent individuals feel welcomed, supported, and empowered to thrive. A culture that embraces neurodiversity not only benefits the individual employees but also contributes to a more innovative, dynamic, and resilient workforce. 

Inclusive hiring 

For companies without dedicated internal talent teams or neurodiversity programs, partnering with recruitment specialists can be a strategic approach to ensure unbiased and diverse hiring practices. These specialists can provide valuable expertise and support in attracting, assessing, and hiring neurodivergent talent while fostering an inclusive recruitment process. 34% of neurodivergent respondents to a Texthelp survey said they had difficulty in recruitment and interview processes, so partnering with a specialist company can certainly take a pressure off an already busy HR or TA team. 

By partnering with recruitment specialists, companies can leverage external expertise and resources to build inclusive hiring practices that attract, assess, and hire neurodivergent talent effectively. Your company doesn’t have to have its own formalised program to become more inclusive while promoting diversity. Partnering with a recruitment company can help you strengthen your candidate pool while also enabling you to provide a workspace that is inclusive and celebrates the unique strengths and contributions of all employees.

Don’t forget 

The journey towards building a neurodiverse and inclusive workplace begins with understanding and embracing the rich tapestry of neurological diversity present in our society. With an estimated 15 to 20 percent of the global population being neurodivergent (and an estimated 1 in 7 of the UK population), the need to create an environment where every individual feels valued and supported is undeniable.

Whether partnering with recruitment specialists or implementing internal neurodiversity initiatives, every step towards creating an inclusive culture propels us towards a future where diversity is not just celebrated, but essential to organisational excellence and societal progress. By embracing neurodiversity, companies can unlock the full potential of their teams, fostering creativity, innovation, and resilience for a brighter, more inclusive future. 

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