Neurodiversity Celebration Week 2024 this year takes place on 18-24 March. Neurodiversity refers to the natural range of differences in human brain function. We all think, move, process information and communicate in different ways. Many people use neurodiversity as an all-encompassing term used to describe alternative thinking styles such as dyslexia, dyscalculia, autism and ADHD. Irrespective of labels, neurodiversity is about recognising those who think and respond to certain situations differently.
Workplaces are still largely designed with neurotypical people in mind and many employers remain unclear on how to support neurodiverse colleagues with some of the challenges they may face. There are various things employers may wish to consider in championing inclusivity for and supporting neurodiverse job applicants and staff.
These include reviewing job adverts to ensure that they are not lengthy or difficult to read, and providing clear detail for applicants about what to expect at the interview and assessment stage, such as directions to the interview location and names of the hiring managers who will be interviewing them. This kind of pre-planning is just one change that employers can make to enable neurodiverse candidates to perform at their best.
Employers should also consider the interview process, which has historically relied heavily on social cues such as body language, eye contact and communication skills that some neurodiverse people struggle with. However, during the interview itself, interviewers should focus on the specific skills needed for the job. In this case, it is best practice to allow neurodiverse candidates to see questions in advance of the interview.
Employers should additionally listen and work to understand the impact of their neurodiversity on them and their assigned duties at work, and consider discussing with employees what the key issues or pressure points are and what steps the employer can take to mitigate their impact.
In cases which are more complex or where the employer suspects the employee may have a disability within the meaning of the Equality Act 2010, they should consider a referral to occupational health or take other specialist advice on what reasonable adjustments can be made, and what can be done to make the employment relationship work and help the employee to thrive at work.
Employers should aim to be clear and concise in both written and oral communications, as recorded instructions or easy read manuals may be helpful, and keep an open mind and avoid making assumptions, as the personalities and working preferences of neurodivergent people can be very different, even when they have the same underlying condition.
The February 2024 Chartered Institute of Personnel and Development Neuroinclusion at work report revealed that while neuroinclusion was a focus for 60% of surveyed employers, it was only in the business strategy of 33%. However, more than half believed employers had an open and supportive culture.
In light of this, employers are also advised to implement certain benefits to support neurodiverse staff. These may include developing a neuroinclusive culture by raising awareness of neurodiversity through training, respect of difference and emphasising the value of diversity, and recognising that flexible working and adjustments to hours, locations and working practice may benefit colleagues with particular challenges around those aspects of work.
Melanie Morton is an employment lawyer at Freeths