The changes you can make to support neurodivergent employees

Workplace barriers continue to impact career opportunities for neurodivergent individuals with a lack of understanding and awareness perpetuating societal stereotypes.

But by addressing even the smallest changes, workplaces can adapt and evolve to create a happy, safe workplace for neurodivergent employees. 

Understanding neurodivergence:

• ‘Neurodivergent’ isn’t a medical term, condition or diagnosis. People who are neurodivergent have differences in the way their brain works and it refers to the unique way their brain develops
• It is not one-size-fits-all and there are different signs and symptoms related to social preferences, ways of learning, ways of communicating and/or how someone perceives the environment
• The possible differences might be innate or acquired and include medical conditions, mental health conditions, learning disabilities and other neurodevelopmental conditions
• Examples of neurodiversity include autism spectrum disorder, attention deficit hyperactivity disorder (ADHD), Tourette Syndrome, post-traumatic stress disorder (PTSD) and degenerative conditions such as Motor Neuron Disease and Multiple Sclerosis. 

While the term neurodivergent sits at one end of the scale and describes people whose brains are significantly different to what is expected in the ‘typical’ population, it’s important to understand how ‘typical’ is based on societal constructs.

People with neurological development and states that fit within society’s expectations are deemed neurotypical. This means neurological and cognitive processing and function are viewed as ‘acceptable’, ‘normal’ or ‘preferable’. 

Adam Dean is the Client Relations Manager at Rehab Management and a psychologist with his own lived experience as a neurodivergent person. He said workplace expectations of conforming can be a major barrier for people with the likes of dyslexia, autism or ADHD. 

“If someone thinks outside of that norm, sometimes we have preconceived notions that it is not desirable and not natural. That’s something we need to start changing within our way of thinking for neurodivergence,” he explained. 

“Neurodiversity exists on a spectrum. Each individual’s experience is also very unique. We have to remember that if there is a neurodivergence, even if they’ve got the same condition, mental health condition, learning disability or neurodevelopment action, that they could be vastly different in the way they’re interpreting the world.”

Mr Dean pinpointed language as one of the contributing factors that continues to prop up those workplace barriers. 

“We’re always focusing on those challenges and difficulties. We’re starting to learn that language needs to become more positive. A lot of times we are overlooking people with neurodivergence because we are focusing on the difficulties and challenges and we’re not looking at the positives of what they can bring to the workplace,” he said. 

He proposed a shift in perspective of how neurodiversity is viewed, with a move away from a medicalised pathology paradigm to a person-centred neurodiversity paradigm. 

Where the former sees the differences as problems to be fixed, the latter sees them as strengths to be celebrated and accommodated. He urged employers to open their minds and see each worker or applicant as an individual separate from a diagnosis or condition. 

“Imagine the number of people that would be a perfect candidate being screened out of jobs just because their brain doesn’t function in a certain way to do that interview. Gone are the days where you go ‘We think you’re the right candidate, come in for a job trial’. It’s either yes or no now,” he explained.

“Imagine how many candidates would be amazing at a job if you gave them a day to learn and have a go. It’s about changing our ways of thinking.”

Another example of an inclusive recruitment process could be offering multiple interview options where a candidate can view and respond to questions ahead of time instead of responding on the spot.

“It doesn’t have to be reinventing the wheel. It’s just looking at different ways the wheel turns,” Mr Dean added.

Reasonable adjustments in the workplace

Reasonable adjustments are crucial for fostering an inclusive workplace for employees. 

Not complying with regulated standards can expose employers to significant legal, financial and reputational risks. Key standards for employers to be aware of here are the Disability Discrimination Act 1992 and the Work Health and Safety Regulations (2011). 

The Disability Discrimination Act is particularly important as it mandates employers to make reasonable adjustments for employees with disabilities to perform job requirements. These adjustments can also help prevent health deterioration and support workers in staying in or returning to roles after injury. 

Workplaces can often overlook the obvious when it comes to neurodivergent individuals, though. A fear of culture change also plays a part in maintaining workplace barriers.

Some of the key neurodivergent considerations in the workplace include the importance of clear and direct communication, understanding how group interactions can be daunting, recognising overwhelming sensory factors like noise and lighting, and acknowledging how stigma could impact confidence and willingness to seek help.

Being able to offer tailored support needs through reasonable adjustments is therefore essential. However, Mr Dean said there are instances where open communication is necessary to achieve compromise. 

‘Where you get the most pushback is around other staff members. There’s no right or wrong in these situations but there have been multiple situations we’ve dealt with where the client’s asked to control the radio station or change the lighting or temperature because of their neurodiversity,” he explained. 

“It’s necessary to consider everyone in the office while showing the individual they’re important but balance is required. It’s all about dynamics within a workplace”

He added that ‘reasonable’ can also differ from organisation to organisation. For example, where a large employer could afford a $10,000 modification, a small one cannot. 

However, there are often many changes that can benefit the entire workplace, such as increased accessibility, quiet zones, adjustable furniture, improved communication and workplace flexibility. 

Other important steps include:

• Reducing the need for masking: Foster spaces where neurodivergent individuals can be their authentic selves without fear of judgement
• Promoting inclusivity: Build environments that embrace neurodiversity, highlighting both strengths and challenges
• Encouraging open communication: Create opportunities for neurodivergent people to express their needs and preferences without fear