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How to support neurodiversity in the workplace

Around 1 in 7 people in the UK are neurodivergent. Neurodivergent individuals bring many strengths to the workplace, such as creativity, lateral thinking, and attention to detail. But they face some challenges when living in a society built without them in mind.
It's important to have a workplace that supports everyone. This allows everyone to contribute in ways that work for them. It can also increase collaboration and connection in the workplace. Here, we outline tips for supporting neurodiversity in the workplace.
What is neurodiversity?
Everyone's brain works differently. Neurodiversity is a term used to describe the wide range of differences in how people’s brains work. These different variations in thinking, behaving, and processing information are natural. And they’re something to be celebrated and supported.
You may have also heard the terms ‘neurodivergent’ and ‘neurotypical’.
- Neurodivergent describes people who are diagnosed or suspected to have a neurodivergent condition. They may think and behave in ways that differ to expected social norms.
- Neurotypical describes people who do not have any diagnosed or suspected neurodivergent conditions. They think and behave in ways that society considers ‘normal’. But it’s important to remember that there’s no such thing as a ‘normal’ brain and that everyone is unique.
Some examples of neurodivergent conditions include:
Ways to access support if you’re neurodivergent
If you’re neurodivergent, the workplace may feel overwhelming. But there are things that can help. Here are some tips to thrive in the workplace as a neurodivergent person.
Ask for adjustments and support
Tell your manager or HR team that you need adjustments. If you feel comfortable, tell them about your neurodivergence. It may help to tell them about a diagnosis, but you don’t have to.
Your employer must provide you with reasonable adjustments if you need them. These could be practical changes such as the following.
- Being able to adjust the lighting at your desk.
- Access to a quiet area, away from doors, noise, and strong smells.
- Using noise cancelling headphones.
- Using a standing desk or a balance chair.
- Having anti-glare computer screens.
- Access to information in a range of formats. These could include written, audio, video, drawings, diagrams, and flowcharts.
- Being able to work from home if your role allows this.
- Access to technology and software that will make it easier to carry out your job. Screen readers, speech-to-text, and mind mapping software, for example.
You may also be able to get extra support from the UK Government’s Access to Work scheme.
Allow others to get to know you
If you wish to, you could create a 'working with me' document, or a health adjustment passport. You can share this with your colleagues and manager, to let them know how you work best. This document could describe things such as:
- your strengths and interests
- any tasks or areas that you struggle with
- what you need from others to work your best – clear meeting agendas, for example
- what methods of communication you prefer
Connect with others
Consider joining a neurodiversity employee resource group, if your workplace has one. If you’re struggling, talking about it with others who have had a similar experience may help. Other people’s stories may inspire you, or you could discover new tools.
Be kind to yourself
Make sure to celebrate your strengths and successes. Prioritise your wellbeing. Your employer should also tell you about any wellbeing benefits at work. For example, they may mention an Employee Assistance Programme.
Ways to support neurodivergent colleagues
Are you a manager or a leader? Or do you want to support a colleague? Here are a few ideas on how to support neurodivergent colleagues.
Educate yourself
Attend awareness sessions if your workplace has them. Research online about neurodiversity and read any relevant workplace policies and guides. Don't assume things about someone who is neurodivergent. And remember that each neurodivergent person is unique.
Be understanding
Not everyone will behave or think in the same way. Some tasks may be harder to complete for a neurodivergent person, or they may need changes. If someone struggles with something, be patient and listen.
Keep talking
Neurodiversity is part of the natural differences between people. But there is still some stigma towards neurodivergence. Talking openly about neurodiversity in the workplace can reduce stigma and help others to feel included.
Be proactive
If there aren’t already policies supporting neurodiversity you could help create them. If you notice any discrimination, report the incident to your workplace. You could also suggest introducing a ‘working with me’ document for everyone. This will help foster open conversations and trust among the whole team.
Look out for others
If you see someone who might be struggling, don’t be afraid to ask if they need help. Check in regularly with others and get to know them. This can help people to get the support they need before they reach a crisis point.
These are just some examples of ways to support neurodivergent colleagues. Businesses and leaders are responsible for helping to create environments where neurodivergent people feel safe. If we create truly accessible environments, it benefits us all.
Sources
- Neurodiversity. The Donaldson Trust. donaldsons.org.uk, accessed June 2024
- Neurodiversity at work. CIPD. cipd.org, published February 2018
- Neuroinclusion at work. CIPD. cipd.org, published February 2024
- Neuroinclusion at work report 2024. CIPD. cipd.org, published February 2024
- Reasonable adjustments at work. ACAS. acas.org.uk, reviewed November 2022
- Neurodiversity in the workplace. UCU. ucu.org.uk, published January 2022
- Reasonable Adjustments. Neurodiversity AGCAS Disability Task Group. agcas.org.uk, accessed June 2024
- Manual of Me. manualof.me, accessed June 2024
- UK Government. Department for Work and Pensions. Health Adjustment Passport. gov.uk, last updated June 2023