The role of HR in supporting neurodiversity in the workplace

In the spirit of Autism awareness month, it is important to bring awareness to the neurodiverse person in the workplace. After all, the workplace as it is today was built for the neurotypical in mind, putting neurodiverse people at a disadvantage.

In this article, we are going to explore the role HR can play in supporting neurodiverse people to succeed in a workplace.

• What is neurodiversity?
• How traditional workplaces exclude neurodiverse employees
• Accommodations in the workplace
• About inclusive workplace

What is neurodiversity?

Neurodiversity is an umbrella term which encompasses several different neurological functions; this includes Autism, ADHD, Dyslexia, Dyspraxia, among many others. This term exists as an inclusionary measure – when many of these neurotypes were once considered “illnesses”, they are now acknowledged simply as different ways of thinking.

It is estimated that 10% percent of the population is neurodivergent – and this number is likely much higher due to the general lack of accessibility for such diagnoses. That means you can expect a similar percentage of your workforce to also be neurodiverse. To make sure you are getting the most out of these workers, it is important to consider their needs.

How traditional workplaces exclude neurodiverse employees

The research and identification of neurodiverse people is relatively recent, therefore most workplaces are designed with the neurotypical brain in mind. Unfortunately, there are several key elements of the “traditional” workplace which are exclusionary, or actively harmful, to most neurodivergent people.

Open floor-plan offices are a bane to most neurodivergent people. Although intended to foster collaboration while saving on costs, the constant background noise can also be overstimulating or distracting for a neurodivergent brain.

Fluorescent light is also regularly cited by neurodivergent people and researchers as an overstimulating aspect of the traditional office. Especially for those with Autism or any other sensory processing difference.

Rigid work schedules and the expectation to be “always on”  and available to colleagues does not align with how neurodiverse individuals work best. Many neurodiverse workers are at their peak energy outside of work hours, or need longer, more flexible breaks.

Communication biases and the expectation to “sense” the culture and manner of communicating with colleagues puts neurodivergent workers at a huge disadvantage. Neurodivergent people have an inherently different way of thinking and perceiving the world and are therefore more likely to misinterpret or miss completely any “unwritten” workplace communication rules.

One-size-fits-all performance metrics are exclusionary even when considering neurotypical workers. A one-size-fits-all system tends to reward conformity and input, as opposed to output, innovation, or creative problem-solving.

Accommodations for neurodivergence in the workplace

One of the most significant ways HR can support neurodivergent people in the workplace is by providing accommodations. Interestingly, many of the typical accommodations for neurodivergent workers tend to benefit the rest of the workforce too. We’ve seen that businesses who design their workplace for the neurodivergent mind also experience quite a boost in overall productivity and diversity. Such accommodations include:

• Flexible working hours (and places of work)
• Direct communication, including clear point-of-contacts
• Provide instructions in written form (or visual aids whenever possible), rather than verbally
• Supply specific tools meant to ease executive function tasks: Such as planners, note-takers, task-management apps, etc.

Legally speaking, there are European Union-based laws which state that employers are required to provide “reasonable” accommodations as long those accommodations do not impose “disproportionate burden” on the employer. These laws also apply to the recruitment and dismissal processes. However each country will have it’s own interpretation and implementation of these laws.

If you’d like to learn more about your business’ obligations to provide accommodations, here are a few links to help your team get oriented. You will notice the focus on physical disabilities over mental disabilities, so it may be in your best interest to cooperate with experts to ensure compliance and to get the most out of your laws.

About the inclusive workplace

We speak a lot about inclusivity in the workplace and it’s importance. Not only is inclusivity the “right” thing to do, but it also comes with financial and strategic advantages.  In HR, your responsibility is to communicate these benefits and how they impact a business’ bottom-line.

Diverse teams have different, innovative perspectives compared to homogenous ones. Harvard Business Review studies have found that diverse team are 45% more likely to report market share growth, and 70% more likely to capture a new market. Neurodivergent individuals specifically have been shown to be 30% more productive than neurotypical peers in the right environment.

To get the most out of your people at work, it is important to set them up for success with systems and procedures which angle for transparency. An inclusive workplace is not just an end-goal, but an overall mission which is driven primarily by HR and leadership.

Foster inclusivity at your workplace

An inclusive workplace environment and culture doesn’t necessarily happen organically – your business must make conscious efforts towards this goal. An inclusive workplace will look different depending on the needs and people of your business.

In our experience working with international organisations, an inclusive work environment is not just a benefit, but a requirement, to do business exceptionally. Are you evaluating what specifically your business can do to promote inclusivity? We’d love to work with you! Reach out to us with your challenges or goals to get started today.