This week includes team-based work simulations and interpersonal skills development. That’s because neurodiverse people possess vital skills that businesses will need as they adopt more advanced technology. For those living on the autism spectrum, finding a job suited to their skillset can be an immense challenge. In fact, Drexel University’s National Autism Indicators Report says 51% of workers on the spectrum have skills higher than what their job requires.
Different people and patients may have different views about what a neurodiversity-affirming approach means to them. However, based on extensive consultation with the autistic community in developing the guidelines, we are able to offer some suggestions. Neurodiversity-affirming practice is now recommended in national clinical guidelines for assessment and supports for autistic people, but making it happen requires engagement, understanding, and effort. By fostering understanding and breaking down stereotypes, employers create a foundation for genuine inclusion and collaboration. A 2019 study published in Journal of Business and Psychology found that communication barriers significantly impacted collaboration and career advancement for neurodivergent employees.
The use of artificial intelligence is a new challenge in recruitment, reward and performance management systems, classifications and promotions generally, but also specifically in managing neurodiversity to ensure compliance. Practically speaking, a good employer should be doing all they can to always provide support, whether or not an individual is neurodiverse or has any other disability. People who are neurodiverse will benefit from better employment prospects and more inclusive workplaces thanks to the work and advice of a new expert panel launched today [Wednesday 29 January]. Some may be masking their traits or have chosen not to disclose their neurodivergence at work, which can lead to stress and emotional fatigue. Others may have been open about their neurodivergence but still feel anxious when faced with things like unpredictability, unclear expectations or social pressure. Some neurodivergent people may prefer direct, literal language or find social cues more challenging to pick up on.
Create an employee experience that improves individual, team and business performance. While all employees categorize these activities similarly in difficulty, neurodiverse employees tend to describe them as slightly more difficult, with the degree of additional difficulty varying by task and person. The only area where there was no significant difference between the groups was understanding others’ emotions. Former IOSH President Lawrence Webb speaks passionately from personal experience.
Traditional interviews, timed assessments, and vague job descriptions often disadvantage neurodivergent candidates who may excel in real world tasks that are not well captured by conventional hiring tools. The most effective organisations adapt by offering interview questions in advance, using skill based assessments, and training interviewers on inclusive practice. The ADHD Centre offers a broader range of assessments and support to reflect how often ADHD co-occurs with other neurodivergences. Alongside ADHD assessments and treatment, we provide services for autism, special learning difficulties such as Dyslexia and Dyspraxia, alongside our coaching services designed specifically for people with ADHD and co-occurring conditions.
In Australia, under the DDA, individuals with neurological conditions are protected against unlawful discrimination. Section 5 of the Disability Discrimination Act 1992 (Cth) (DDA), requires in effect employers to provide reasonable adjustments to accommodate a person’s disability. An adjustment will likely be considered reasonable unless making the adjustment would impose an unjustifiable hardship or the employee is not able to perform the inherent requirements of the work even if reasonable adjustments are made. Some of the by-products of these conditions such as hyperfocus, creativity, innovative thinking, visual reasoning and strength in processing detail and recognising patterns, can be hugely valuable for organisations. However, there are other aspects of these conditions that some employers find harder to understand and manage. ACAS (the Advisory, Conciliation and Arbitration Service), have recently published advice to help employers understand their obligations and create inclusive, supportive organisations where differences are celebrated and can be used to benefit business.
If you have any questions about reasonable adjustments and neurodiversity, you can contact the Acas helpline. If you're an employer and have agreed to make reasonable adjustments for an employee, you can use our reasonable adjustments confirmation letter template. Neurodivergent workers might experience mental health problems related to their condition. If an employer does not make reasonable adjustments, this could be disability discrimination. This type of disability discrimination is called 'failure to make reasonable adjustments'.
Common employee selection methods may significantly disadvantage neurodivergent candidates. For example, reading-based assessments that require rapid verbal processing speed may disadvantage candidates with dyslexia. Selection methods involving a social component—such as interviews or assessment centres—may disadvantage autism-spectrum candidates. Employers should also consider that hiring algorithms may be biased against neurodivergent individuals if they have been trained on data from neurotypical candidates (Mahto et al., 2022).
Continuing our Building an ED&I Ecosystem blog series, we share how to empower neurodiversity within your business and provide targeted support to your neurodivergent colleagues – from offer to onboarding and beyond. We are internationally recognised leaders in providing neurodiversity screening and training across a wide range of different sectors, delivering contexualised solutions to improve individual and organisational outcomes. We help organisations and individuals to be inclusive and each person to achieve their best self. Putting in place effective support for neurodiverse employees can yield fantastic results, both for the employee and the business.
Foster a supportive environment that reduces stress, increases engagement, and retains top neurodiverse talent. It sounds like a convincing point, but in reality, an employee does not need a diagnosis to be considered disabled under the Equality Act 2010. The test is to show that the employer should have reasonably known that an individual is disabled. In one case, we acted for an employee who was diagnosed with Neurodiversity Assessment autism and ADHD after her dismissal.
Organisations should develop clear protocols whilst maintaining flexibility in their approach. Studies demonstrate that companies implementing comprehensive training programs experience significant improvements in employee experiences and overall engagement. No amount of being told to try harder or masking our differences to try and conform to the neurotypical world makes neurodivergent brains work differently. Trying to fit in to a world that is designed to work for the neurotypical population often comes at an enormous cost to the mental and physical health of the minority who are not neurotypical. Not all people with ADHD find it difficult to maintain concentration when there is background noise.