
Insight
Neurodiversity relates to the differences in the way we think, behave, process information and learn. 1 in 7 people in the UK are neurodivergent, meaning their brain functions differently in one or more ways than is considered standard or ‘typical’. Examples of neurodiverse conditions include ADHD, dyslexia, Tourette syndrome and autism; each neurological condition presents its own challenges and will be experienced differently by each person.
These conditions should not always be thought of as disabilities or disorders, in the right context they can offer unique perspectives and powerful competitive advantages. Despite companies’ increasing focus on diversity and inclusion in the workforce, the neurodivergent group is often overlooked in conversation, and consequently, hiring and promotion efforts.
Large corporations including Microsoft, IBM and Proctor and Gamble are already recognising the benefits of embracing neurodiversity in the workplace. Proctor and Gamble partnered with the National Autistic Society to recruit through a neurodiversity work experience programme which allowed for a workforce that included both ‘neuro typical’ and ‘neuro diverse’ thinking styles, resulting in increased innovation and better end result products.
There are a number of tactics that can be adopted by employers to help create a more diverse workplace overall. These can better serve to integrate and leverage the full potential of neurodivergent employees. Examples include:
There is no general duty on a job applicant to disclose as neurodivergent. If someone chooses to disclose, employers should ask whether they need any reasonable adjustment to the recruitment process.
Remember that asking a job candidate if they have a disability is unlawful, except for a few limited exceptions. This is to help ensure that disabled applicants are not discriminated against due to a disability.
Under the Equality Act 2010 a person is disabled if they have a physical or mental impairment that has a substantial and long-term negative effect on their ability to do normal day to day tasks.
If a neurodiverse person’s difficulties are severe enough to impede everyday activities and have occurred for 12 months or more, then they may be deemed disabled for Equality Act purposes. Once employers are aware of this, they have a duty to make reasonable adjustments to alleviate any disadvantage suffered as a result of any disability.
Reasonable adjustments will vary amongst roles and workplaces, but examples include:
Embracing neurodiversity in the workplace can help to create an accessible and successful working environment for all. Please contact our employment team if you would like more information and advice about neurodiversity in the workplace.