Video calls and meetings became a must have during the pandemic and have continued to be a vital work communication tool. However, while ubiquitous in the workplace, 31 percent of workers find video calls irritating, according to a survey commissioned by Acas.
The survey, with 1,052 British employees, was conducted by YouGov to assess which methods of communication with colleagues annoy people the most.
While most people found video calls irritating, 25 percent said they found messaging apps such as Teams and Zoom irritating. More than a fifth (21 percent) found phone calls irritating and 11 percent were irritated by face-to-face conversations.
“The way we communicate at work can impact us all,” said Dan Ellis, interim chief executive at Acas. “Our survey reveals that most employees are fine with different types of communication, but it is clear that for some people a particular method is better.”
Acas commissioned the research ahead of World Autism Day (2 April, 2025) to raise awareness of neurodiversity at work.
Ellis said: “Some staff, such as neurodivergent workers, may prefer to communicate in a specific way. We know good communications are really important to business success. Clear communications are not just good for neurodivergent people but for everyone who wants clarity.
“The key for bosses is talking to staff to find out what works for them as well as the business, and finding solutions that encourage people to talk to each other most effectively.”
Employers that are inclusive and support neurodiverse workers can improve staff wellbeing, reduce absences and employee turnover, attract a wider range of talent, and help reduce the risk of disputes and legal claims.
Transparent communications practices, such as accessible, jargon-free documents, can help encourage communication while helping tackle miscommunication, Acas said.
Line manager training is also crucial in supporting neurodiverse staff and includes tailored approaches to communication.
Jodie Hill, managing partner at Thrive Law, a business that prioritises inclusion and support for its neurodivergent staff, said: “As a neurodivergent person, it’s about feeling heard and valued in the workplace as an individual.
“The benefits of introducing reasonable adjustments for neurodivergent staff at Thrive has been overwhelming, particularly for me as a neurodivergent leader.
“Little things like communication styles and how we do meetings help everybody. It’s about making the entire organisation inclusive for all, but particularly for those who are neurodivergent.”
Acas has published new advice to help employers create inclusive organisations.
Read the advice here: https://www.acas.org.uk/neurodiversity-at-work
Neurodiversity refers to the natural differences in how people’s brains behave and process information. As well as autism, other well-known types of neurodiversity include ADHD, dyslexia and dyspraxia.
