A guide for managers
It might sound like a complex term, but neurodiversity simply refers to natural variations in how people think and process information. Neurodivergent individuals often have exceptional strengths, such as creative problem-solving, innovative thinking, and keen attention to detail.
Research from Deloitte Insights highlights that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.
This guide will show you how small changes in your management approach can help you harness the strengths of neurodivergent individuals, benefitting them and improving the performance and culture of your organisation too.
Transcript
Hey, I’m Sarah, and I have ADHD. When I started my job, I had a hard time keeping up with deadlines and felt completely overwhelmed by multitasking. It was stressful, and I could tell my manager was worried about my performance. Instead of getting frustrated, my manager decided to focus on my strengths, and offer support. They set up a structured schedule for me, breaking tasks into smaller, manageable steps, and allowed me to take short breaks throughout the day to help me stay focused. These changes were exactly what I needed. My productivity improved dramatically, and I started meeting my deadlines and even exceeding expectations in some areas. My creativity and problem-solving skills stood out, leading to innovative solutions that my team hadn’t thought of before. The support and understanding from my manager turned my challenges into strengths, making me feel valued and capable.
What is neurodiversity?
Neurodiversity refers to the wide range of differences in how people’s brains function. Everyone’s brain develops uniquely, and no two brains are the same. A neurodivergent person has one that functions differently from the “typical” brain.
Research by Government Events Leaders reveals it is estimated that around 1 in 7 people are neurodivergent in the UK (approximately 15% of the population) . In the USA, it’s suggested that approximately 15-20% of the population is neurodivergent.
This can include differences in social preferences, learning styles, communication methods, and perceptions of the environment. Neurodivergent individuals have unique abilities and challenges and can benefit greatly from support that helps them identify and develop their strengths.
People don’t have to disclose their neurodivergent status but can if they feel comfortable.
Examples of neurodiversity
Neurodiversity includes a lot, here’s a few of the main ones to be aware of and some examples, as you’ll see, there’s a lot of overlap.
This list only names some examples, there are many other neurodivergent conditions, and it’s important to be aware that everyone’s experience is unique.
Autism Spectrum Disorder is a developmental disorder characterised by challenges with social interaction, communication, and restricted repetitive behaviours.
Example: An adult with ASD might have difficulty understanding social cues in the workplace and may prefer to work on tasks independently, focusing intensely on specific projects.
Sensory Processing Disorder is a condition in which the brain has trouble receiving and responding to information that comes in through the senses.
Example: An adult with Sensory Processing Disorder might struggle with overwhelming sensations in crowded places, leading to discomfort or anxiety, and may frequently need to wear noise-cancelling headphones to manage auditory input.
ADHD is a neurodevelopmental disorder marked by persistent patterns of inattention, hyperactivity, and impulsivity that interfere with daily functioning or development.
Example: An employee with ADHD might have trouble staying organised, frequently switch between tasks, and find it challenging to sit through long meetings.
Dyslexia is a learning disorder characterised by difficulties with accurate and/or fluent word recognition and poor spelling and decoding abilities.
Example: An adult with Dyslexia might struggle with reading lengthy emails or reports and may frequently need to use spell-check tools when writing.
Dyscalculia is a learning disorder characterised by difficulties in understanding numbers, learning how to manipulate numbers, and performing mathematical calculations.
Example: An adult with Dyscalculia might struggle with managing their finances, such as budgeting, and may frequently need to use a calculator for basic arithmetic tasks.
Dyspraxia, also known as Developmental Coordination Disorder, is a condition affecting physical coordination, making everyday tasks and movements challenging.
Example: An employee with Dyspraxia might find it difficult to type quickly on a keyboard or might struggle with tasks requiring precise manual skills, like assembling products.
Tourette Syndrome is a neurological disorder characterised by repetitive, involuntary movements and vocalisations called tics.
Example: A worker with Tourette Syndrome might have sudden, uncontrollable tics such as throat clearing or shoulder shrugging, which could occasionally interrupt their workflow or meetings.
Learning disabilities are a group of disorders that affect the brain’s ability to receive, process, store, and respond to information, leading to difficulties in academic skills like reading, writing, or maths.
Example: An adult with a learning disability might have difficulty following complex written instructions or managing detailed numerical data, often requiring additional time or alternative methods to complete tasks.
Transcript
Hello, I’m Jan, a graphic designer with dyslexia. In the beginning, I struggled a lot with reading instructions and keeping up with email communications. Missing important details was frustrating, and I felt like I was letting everyone down. My manager noticed my struggles and decided to help by introducing text-to-speech software to read my emails aloud and using visual aids and mind maps to help me organise my thoughts and tasks. These tools made a huge difference for me. My confidence and performance improved a lot. I started producing great work that impressed our clients and brought in new business. My unique perspective and creativity began to shine, leading to a standout project that even won a major industry award. My manager’s proactive approach to supporting my needs helped me and benefited the entire company.
6 tips on how to support neurodivergent employees
You’ll see that having the competencies of a good manager goes a long way towards helping anyone who is neurodivergent shine, as well as your other colleagues. Above all, talk to them.
The impact can be huge, the City & Guilds Foundation found in 2024 that 50% of people had been off work during the last year in the UK because of neurodivergent-related challenges, and a lack of workplace support.
Neurodivergent people could feel excluded or misunderstood. Give them your full attention. Make sure they know you appreciate them talking openly and that you respect them.
Example: Actively listen without interrupting during meetings, take time to understand, this is the most important thing you should do.
Neurodivergent people occasionally prefer written communication to phone calls or in-person interactions, such as emails, texts, or instant messages. Give them the time and resources they require to comfortably interact.
Example: Ask what works for them and discuss options for communication channels, like email or instant messaging.
Avoid using labels like ‘high functioning’ and ‘low functioning’ when referring to neurodiversity. These terms can be subjective and misleading. Focus on understanding the individual’s needs and strengths.
Example: Ask about their preferred tasks and support needs without labels.
Even while neurodivergent individuals share similar underlying challenges, their personalities and preferences might differ greatly from one another. Don’t presume each person needs or wants the same support.
Example: Customise work plans based on individual preferences and strengths.
Those who are openly neurodivergent may have traits or tendencies that set them apart or give them an unusual appearance. This does not mean that they are unable to learn, grow and perform their role.
Example: Provide training opportunities tailored to their learning style.
It’s always possible to accommodate people while respecting their human dignity by normalising their differences. Treat others how you would like to be treated. Normalising means accepting individual differences as a standard, fostering inclusivity and understanding.
Example: Celebrate diverse achievements and contributions publicly.
What can I do as a manager?
As a manager you have a key role to play. Research from People Management found that 63% of businesses that have taken some action to create a neuro-inclusive organisation, say they’ve seen a positive impact of doing so on employee wellbeing.
Educate and adapt
Awareness and education: You’ve already taken the first step by learning about neurodiversity. Keep going and make sure your team is informed too. Recognise that neurodivergent people might process information, communicate, and interact with their surroundings in unique ways.
Example: Host workshops on neurodiversity for your team, send them a link to this post and put it on your organisation’s internal network or forums. Here’s a download you can use for your team to find this article, they just need to point their phone.
Flexible hiring practices: Traditional recruitment methods might not highlight the strengths of neurodiverse individuals. Try alternative approaches like skills-based tests or trial work periods to find the best fit.
Example: Implement skills-based tests during hiring.
Realistic adjustments: Be ready to make reasonable changes to the workplace and its processes. This could mean offering flexible working hours, providing noise-cancelling headphones, or allowing written instructions instead of verbal ones. Small adjustments can make a big difference!
Example: Provide noise-cancelling headphones upon request.
Communicate and structure
Clear communication: Ensure your communications are concise and in plain language. Provide written instructions and feedback using bullet points, checklists, and visual aids to make expectations clear.
Example: Use bullet points in emails for clarity.
Structured environment: Create a predictable work environment. Use daily schedules, defined workflows, and consistent routines, make sure tasks and deadlines are clear.
Example: Utilise software and project management tools to communicate and track task objectives and key results. Even a whiteboard and a simple spreadsheet can help.
Strength-based management: Focus on individual strengths. Assign tasks that align with their talents. For example, give detail-oriented tasks to those who excel in precision, and creative projects to those with innovative skills.
Example: Match tasks to employees’ strengths.
Promote inclusivity and support
Inclusive culture: Foster an environment where diversity is recognised and respected. Encourage your team to be accepting and supportive of each other’s differences. Embracing neurodiversity as a manger means you’ll be helping improve the culture within your organisation.
Example: Celebrate diverse achievements during team meetings.
Training and development: Educate your team about neurodiversity and inclusive behaviours. Give them the tools and knowledge to effectively support their neurodivergent colleagues.
Example: Talk to your team and implement inclusive practices, look for useful digital content and videos, gradually build your and your team’s knowledge and awareness.
Open conversations: Promote open and ongoing discussions about needs and accommodations. Regular check-ins can help address any concerns and make everyone feel valued and included.
Example: Schedule monthly one-to-one check-ins and include it in the list of things to discuss.
Transcript
Hi, I’m Marco, a software developer with autism. When I first started my job, things weren’t going well at all. The open office environment was distracting, and I had difficulty following the fast-paced team meetings. It felt like I couldn’t contribute anything meaningful. But then my manager stepped in and changed everything. He suggested I use noise-cancelling headphones and let me work in a quieter space. He also provided detailed written agendas and follow-up notes for our meetings, which helped me prepare and share my ideas. These changes made a world of difference. My productivity and confidence skyrocketed, and I started coming up with innovative ideas that really improved our projects. I even developed a new feature that boosted our product sales. My manager told me it was amazing to see how a few adjustments helped me reach my full potential and make a big impact on the team.
Putting it all together
Embracing neurodiversity means recognising and supporting the unique strengths and challenges of neurodivergent individuals like those with autism, ADHD, or dyslexia. Adapt your management style with flexible hiring practices, reasonable workplace adjustments, and clear communication to unlock their full potential.
Neurodiverse individuals often excel in areas like creativity, problem-solving, and detail-oriented thinking. By fostering an inclusive environment, you can tap into this diverse talent pool and drive innovation and productivity in your organisation.