The Neurodiverse Advantage

Understanding neurodiversity can create a better workplace argues Ed Bernardino, Talent Acquisition and Diversity & Inclusion Director at influencer marketing agency Billion Dollar Boy.

The human brain is diverse and complex, with up to 30% of the UK workforce experiencing a broad spectrum of conditions including autism, ADHD, dyslexia, dyscalculia, dyspraxia and other neurological variations. These conditions can affect how the human brain functions regarding sociability, learning, attention, mood, and other mental functions.

However, by recognising neurodiversity businesses can challenge outdated traditional views that certain neurological conditions are “abnormal” and instead recognise and respect the diversity of the human brain.

The Importance of Embracing Neurodiversity in the Workplace

Embracing a progressive approach to neurodiversity in the workplace is not just a matter of social responsibility; it’s essential for business success and a more equitable future.

When workers don’t feel supported or represented in business, it can limit their aspirations and reinforce the idea that certain roles or paths are not meant for them. It can also make them feel uncomfortable with sharing their neurodiversity with an employer, creating anxiety and stress, which in turn impacts employee happiness, productivity and loyalty. By ensuring they feel heard and valued, businesses can create a fairer workplace.

Neurodiverse individuals also bring unique perspectives and problem-solving abilities that can drive innovation and improve business outcomes. Research has shown that diverse teams are more creative and better at solving complex problems. By fostering an inclusive environment, companies can attract and retain top talent, reduce turnover, and enhance employee satisfaction and loyalty.

Understanding the Challenges Neurodiverse Employees Experience

Achieving these positive outcomes starts with businesses understanding the challenges that neurodiverse employees often encounter in traditional working environments. For example:

• Social communication: Neurodiverse individuals often face challenges in interpreting social signals and navigating workplace etiquette, which can cause confusion and create a sense of isolation.
• Sensory sensitivities: Environments with harsh lighting, high noise levels, and open-plan layouts can be particularly distracting and stressful for those with sensory processing differences.
• Rigid work structures: Traditional work schedules and fixed job roles may not accommodate the unique abilities and requirements of neurodiverse employees, potentially hindering their performance and job satisfaction.
• Stigma and misunderstanding: Biases and lack of awareness about neurodiversity can lead to unfair treatment and marginalisation in the workplace.

Supporting Neurodiverse Employees

If a business wants to become an ally to neurodiverse employees, it must first appreciate that there are experiences and perspectives that they might not yet understand. It must be committed to listening, learning, and educating itself in order to embrace the benefits of a neurodiverse-positive environment. For example, at Billion Dollar Boy we operate an open door policy to management but also create opportunities for employees to share feedback regularly whether in one-to-one meetings or in the weekly feedback surveys we share.

That education must then be passed onto all employees, whether through training programs, workshops or seminars. These can be from external experts or internal sources – if they are willing to speak publicly. For example, Billion Dollar Boy has held its ‘Courageous Conversations’ series to equip people with skills to talk about topics covered in our events and normalise those in daily working lives. We also have a DE&I Events Programme with compulsory training elements, covering topics such as disability inclusion. The objective is to help demystify neurodiverse conditions and reduce stigma.

Businesses can also support neurodiverse employees by creating the right working conditions  and environment. That could mean ensuring that flexible working and remote working options are available to accommodate the diverse needs of neurodiverse employees; that there is the right equipment or technology available such as noise-cancelling headphones, assistive technology like speech-to-text software and specialised keyboards; that there are personalised workspaces like quiet, focus rooms.

Finally employee management also has an important role to play in supporting neurodiverse workers. It requires clear communication using straightforward and unambiguous language in meetings, emails, and instructions or even visual aids; a strengths-based approach that identifies the unique abilities of neurodiverse employees and job matches them accordingly; mentoring and support groups to offer guidance, decrease isolation, and foster a sense of community.

Sustainable support

Once you have the structures and processes in place to support neurodiverse employees, it’s not a case of simply sitting back and admiring your work. It requires a sustainable approach which nurtures those policies and is constantly on the lookout for new growth opportunities to improve.

Think about where else you can apply your learnings and practices across the business. For example, during the recruitment process. At Billion Dollar Boy, we allow applicants to create a video instead of a cover letter if they feel more comfortable with that. And, during the candidate selection of our apprenticeship programme ‘BDB Hive’, we allow candidates with neurodiverse needs more time to answer questions and we create a culture of openness that makes them feel safe to make special requests.

We also offer employees the chance to upskill in mental health training, equipping them with the ability to spot when their peers may need support and empowering them to reach out and support each other. It’s really important to have that peer-to-peer support network, not all employees feel comfortable speaking to senior management about their problems.

Finally, it’s important to celebrate neurodiversity with rewards and recognition of the contributions of neurodiverse employees as well as events to share success stories and highlight the valuable contributions of neurodiversity in business and society.

Embracing neurodiversity in the workplace is not just a moral imperative but also a strategic advantage. Businesses that are able to support their neurodiverse employees by providing a range of some or all of these measures can become leaders in the space while also benefiting from a more inclusive, innovative, and productive workplace.