Health horizons
How neurodiversity impacts mental health
Mental health support is most effective when it is tailored to an individual’s needs and preferences around accessing resources and care.1
And taking this type of personalised approach is particularly important when it comes to providing help for employees who are neurodivergent.
Josh Wellman, Consultant Psychologist, HelloSelf explains, “Not only are these conditions on a spectrum in terms of their impact, there is also significant overlap — known as co-occurrence — between different neurodiverse traits.
Neurodivergent conditions are on a spectrum in terms of impact - individuals will all have different strengths and areas of challenge. People diagnosed with one neurodevelopmental condition are more likely than the general population to be diagnosed with another neurodevelopmental condition.
Overlapping conditions
“It’s not unusual for someone with a diagnosis of Autism to display signs of ADHD [Attention Deficit Hyperactivity Disorder] or dyslexia. Or for an individual with dyslexia to also have dyspraxia.2
“Co-occurrence will sometimes extend to mental health conditions, too, with anxiety, depression, Obsessive Compulsive Disorder [OCD], Bipolar Disorder, Post Traumatic Stress Disorder, Eating Disorders and Gender Dysphoria3 all seen alongside a neurodiverse condition.”
Studies suggest that people with ADHD are five times more likely to experience depression than those who are neurotypical, and for those on the autism spectrum there is a four-fold increase.4
Challenges
This does not mean that neurodivergence is a mental condition. However it is a reflection of the challenges which flow from thinking differently, and how this impacts an individual’s interactions with the world.5
Lack of understanding, stress caused by sensory overload, a workplace environment which does not accommodate neurodiversity and attempting to mask neurodivergence can all undermine mental wellbeing.
Poor sleep can also erode mental wellbeing and it’s estimated that between 32% and 71.5% of people on the autism spectrum, and 25% to 50% of those with ADHD, experience sleep disruption.6
This not only has clear implications for workplace performance, it also points to the potential of resources around sleep hygiene and cognitive behaviour therapy to helping neurodivergent employees build greater resilience.
Holistic approach
Josh says, “This overlap and complexity means that an accurate diagnosis and the ability to offer tailored support is essential.”
“Every employee is unique, and this is particularly true of team members who are neurodivergent, so a holistic approach is needed to create a neuroinclusive working environment which promotes resilience and psychological wellbeing and provides effective support when issues arise.”
Josh says, “Studies confirm that building resilience improves mental wellbeing, reduces stress and sends a clear signal that employers care for and support their teams — which leads to greater engagement and more positive attitudes to work.”5
“This illustrates the strong link between the workplace and wellbeing and potential business benefits of strategies which specifically focus on building resilience among neurodivergent employees.”
As a recent report by the Chartered Institute of Personnel Development (CIPD) points out, “The reality of neurodiversity means that every interaction at work takes place between people with different brains – yet, typically, very few organisations are thinking about neurodiversity or neuroinclusion.”
“This represents a significant missed opportunity for organisations looking to address their key talent priorities at the same time as addressing inequalities at work faced by neurodivergent people.”
Importance of neuroinclusivity
CIPD research confirms that many organisations already acknowledge the importance of neuroinclusivity in the workplace.
Sixty per cent of employers surveyed for the CIPD Neuroinclusion at work report 2024 said that neuroinclusion was a focus for their business and a third said it featured in their EDI strategy or action plan.7
Similarly, 61% of employers surveyed said that their organisation genuinely values neurodiversity and would support neurodivergent individuals to perform at their best.
Training
Yet only 27% had training for line managers in what neurodiversity is and its value to the business and only 18% offered specific training for line managers when a job applicant or employee disclosed their neurodiversity.8
Given this gap between goals and delivery, it’s perhaps not surprising that a report by the charity Neurodiversity in Business (NiB) and Birkbeck University of London found that 33% of neurodiverse employees were not satisfied with the level of support they received from their employer.9
Just over half (51%) had taken time off work because of their neurodivergence.
Built in by design
In order to address this, the report recommends, “Holistic talent management and inclusion where neuroinclusion is ‘built in by design’, and affirmed in day-to-day practice.”
It suggests a “root-and-branch review of environments, job design, recruitment and human resources practice” and sets out a number of actionable strategies including:
- Upskilling managers to be first-line responders.
- Reviewing hybrid and remote working to ensure benefits such as reduced sensory load are not negated by isolation and poor work-life boundaries.
- Supporting and formally recognising employee resource groups (ERGs).
- Being clear on expectations, outputs and outcomes.
- Ensuring all staff who provide wellbeing support receive appropriate training in neurodiversity.
- Looking at the infrastructure around how diversity, adjustments and wellbeing services are allocated.
- Role modelling and supporting psychological safety with top-down leadership.
- Devising specialist talent and leadership pathways which allow neurodivergent employees to contribute to strategies without taking line-management responsibilities.
Bupa has a portfolio of products and services to help your organisation to support and build more resilient and neurodiverse teams.
Catch up on our recent live event to learn more about the challenges and benefits to building neurodiverse teams. Watch here: Health Horizons | Workplace Events | Bupa UK
1https://www.tandfonline.com/doi/full/10.1080/10503307.2024.2360448
3https://www.autism.org.uk/advice-and-guidance/topics/identity/autism-and-gender-identity
4https://pmc.ncbi.nlm.nih.gov/articles/PMC10087979/
5 https://nhsdorset.nhs.uk/neurodiversity/explore/mentalhealth/
6 https://pmc.ncbi.nlm.nih.gov/articles/PMC9995546/
9 https://cityandguildsfoundation.org/what-we-offer/campaigning/neurodiversity-index/#report
