neurodivergence at work

A significant proportion of the population is neurodivergent - estimates suggest around 15-20% of the population. We are encountering an increasing amount of discussion around neurodivergence, but many organisations have no idea how best to support neurodivergent employees to succeed.

"What do neurodivergent people need" worry a lot of employers, and that's a difficult question, because different neurodivergent people need different things. Some may need rigid structures, while others may need loose flexibility. But there are a few things you can do to make sure you're building a workplace that is inclusive of all neurodivergent people, and has the capacity to meet the needs of individuals as they come up.

1. Start with a conversation about what people need to succeed - from work environment to methods of communication, from management feedback to the details of their job. Put as much in place as you can, and make sure everyone knows that it's an open conversation, and if what they need changes, they can just come back to you to discuss it.

2. If you have a physical workspace, ensure there are quieter and louder parts of it, so people who are sensory-seeking can work in conversational, louder areas, and people who need to avoid sensory stimuli to concentrate can work somewhere quieter. If your office is too small for this, be creative with floor-to-ceiling dividers, noise-cancelling headsets, and variable lighting options.

3. Think flexible, when it comes to hybrid work. Neurodivergent people often need specific environments around them to concentrate, and may find it easier to create these at home than in the office. If you have some mandatory in-office days, make sure people are assigned work to do on those days that they will be able to concentrate on in the office environment.

4. Be clear and predictable in communications. Clarity significantly reduces stress - and many neurodivergent people struggle not with the work but with understanding what you want from them. Share what "good" looks like, deadlines and priorities and how success will be measured. Make meetings structured and minuted. Ensure people know ahead of a meeting what it's about, share an agenda, and afterwards share minutes with actions clearly marked.

5. Manage them effectively. Not all management approaches work for everyone, and they can disadvantage neurodivergent employees. Offer regular, structured feedback instead of vague, infrequent reviews and look for ways to demonstrate competence that play to people's strengths, not their weaknesses (for example by requesting a verbal or written presentation, to allow people to pick their preference). Focus on the outcomes of work, not on how they're doing the work. Don't judge by neurotypical standards of communication, e.g. with eye contact, tone, or body language.

Sadly, there is no one list of things that will solve the barriers neurodivergent people face while working, but there are steps you can take to make your workplace more accessible and open. Ultimately it's about creating a workplace that is flexible, responsive, and open to change in the ways people need.

If you have an environment where people feel safe to ask for what they need, where differences are expected rather than being accommodated as exceptions, and where success isn't defined in one single way, you have a workplace that is better for everyone - including neurotypical employees.