Employers that embrace and support neurodiversity with tailored benefits will unlock the full potential of their workforces, says Jeff Fox, strategic consulting lead at Lockton.
Neurodiversity is climbing up the DEI agenda for many HR professionals and business leaders. Since Covid, there has been a huge increase in diagnosis and public discussion around neurodiversity, with around 15–20 percent of the global population being neurodivergent, including individuals with autism, ADHD, dyslexia and dyspraxia.
Many employers now support neurodivergent employees as a duty of care and to foster an environment that recognises employees’ individuality and helps them to work confidently and productively.
Business leaders must create an inclusive workplace and continually assess where their employee benefits can add value. This assessment involves appreciating the unique contributions that neurodivergent individuals make. It relies upon proactive support, as many neurodivergent employees face challenges in their personal and professional lives, including long waiting times for diagnoses or treatments through public healthcare systems.
Pressure on NHS resources means employees seeking ADHD medication and autism diagnoses have been facing significant delays. As a result, employees experience stress and anxiety, which can directly impact employee productivity and performance.
Organisations can address these unmet needs by providing tailored support. This support might include benefits such as access to private healthcare resources, flexible working arrangements, and specialised training for managers. These benefits can improve employee wellbeing and engagement and help cultivate a culture of inclusion.
Straightforward changes
Small adjustments can make a world of difference. For example, an employee who struggles with written communication might benefit from tools that assist with spelling and grammar, while an individual who finds open office environments overwhelming may feel more comfortable with a specially designated workspace. These are straightforward changes that can dramatically improve an individual’s ability to focus and thrive.
One of the most important steps an organisation can take is to foster a culture where employees feel safe to disclose their needs. This starts with building trust. Employees must believe their information will be handled with sensitivity and that their workplace genuinely values inclusivity. This culture can be cultivated through open communication, consistent leadership support, and visible actions that reinforce the company’s commitment to neurodiversity.
Accommodations should also be approached with flexibility. It’s essential to understand that what works for one individual may not suit another. Regular check-ins, clear communication, and tailored solutions help ensure that each employee gets the support they need to succeed.
Build a neurodiverse-friendly workplace
To build a truly inclusive workplace, companies should focus on several key areas. Firstly, it’s important to provide adequate education and training to all staff about neurodiversity. This helps to reduce stigma, increases understanding, and ensures managers and colleagues can support neurodivergent employees effectively.
Next, organisations should review their hiring practices. Traditional recruitment methods often fail to accommodate neurodivergent candidates, overlooking their potential. Adjustments such as skills-based assessments or providing interview support can make the hiring process more inclusive.
Businesses should evaluate their employee benefits offerings to ensure they include resources tailored to neurodivergent employees. This could include access to counselling services, flexible working arrangements, or tools to support specific needs like time management or organisation. Evaluating your medical benefits is crucial. Providing fast-track access to GPs and counsellors offers significant advantages for diagnosis and treatment, helping to alleviate the stress and anxiety caused by long NHS waiting lists.
By taking these steps, organisations send a clear message that they value diversity in all its forms and are committed to creating an environment where everyone can thrive.
Benefits of embracing neurodiversity
Supporting neurodivergent employees isn’t just about addressing their needs, it’s also about leveraging their strengths. Neurodivergent individuals often bring unique perspectives, creative problem-solving skills, and innovative approaches that can drive business success.
Fostering neurodiversity and clear communication about the benefits designed to support those employees sends a powerful message to clients, employees, and the wider community. Employers can attract a more diverse pool of talent, which enhances creativity and resilience across the organisation.
Supporting neurodiversity also has practical, measurable outcomes. Reducing the stress and anxiety faced by neurodivergent employees leads to lower absenteeism and turnover rates, saving costs associated with recruitment and training. Employees who feel valued are more likely to be engaged and motivated, contributing to a positive workplace culture.
Unlock the full potential
Embracing neurodiversity is about more than compliance or ticking a box, it’s about unlocking the full potential of the workforce. When organisations create an environment where neurodivergent employees can thrive, they empower employees which benefits the entire business.
For companies looking to take the next step in supporting neurodiversity, the process begins with looking at your current benefits strategy and asking: does this support everyone in the team’s individual needs? We guide our clients through a strategic process to assess how many of their employees and future talent may need support. This approach ensures the tailored support is driven by a diverse project team and is fully integrated into an employer’s overall benefits strategy.
Companies must solicit feedback, actively listen and strive to create a workplace where everyone can do their best work and feel comfortable.
