It’s up to leaders to cultivate a safe and inclusive space for neurodivergent employees

Neurodiverse employees can bring a variety of benefits to the workplace. However, these underrepresented groups of people are often left out of diversity discussions.

Not only can the diverse perspectives of an underutilised group of people assist in boosting innovation and creativity, but persistent talent shortages that have rocked so many industries can be relieved through accessing a wider talent pool.

According to April Lea, co-founder of The Safe Space Collective, leaders in 2024 must see the merit that neurodiverse candidates can bring to an organisation and strive to create an inclusive space for them to thrive.

With this in mind, Ms Lea listed three trends that could define neurodiverse recruitment this year:

1. Invest in neurodiversity training

“In a recent UK study, it was revealed that a mere 29 per cent of leaders had undergone neurodiversity training. When you consider that an estimated 15 to 20 per cent of the population is neurodiverse, it’s clear that it’s time for businesses to invest in understanding and supporting neurodivergent individuals within their workforce,” Ms Lea said.

“Neurodivergent employees are a valuable asset, but a concerning trend shows that many find themselves unemployed within the first three to six months of joining a new organisation due to challenging workplace structures or unmet expectations. To unlock the potential of neurodivergent individuals, businesses must invest in targeted training for leaders and teams.”

She continued: “The need for neurodiversity training goes beyond awareness: it equips individuals with a deep understanding of neurodivergent conditions, challenges, and strengths. By ensuring that leaders and teams possess the necessary tools and opportunities, businesses create an environment where neurodivergent employees can thrive.”

2. Cultivate a strengths-based work culture

“Recognising and harnessing the unique strengths of each employee is a powerful way to improve results and cultivate productive workplace dynamics. Rather than fixating on an employee’s weaknesses, businesses are adopting a strengths-based approach to create a more productive, efficient, and ultimately fulfilling work culture,” explained Ms Lea.

“Engaging employees in conversations about their strengths, what they excel at, and what they genuinely enjoy doing is the foundation of this approach. This dialogue allows organisations to tailor roles to individual strengths, ensuring that employees are not only productive but also find genuine satisfaction in their work.”

“On the flip side, businesses are also adopting a pragmatic approach to addressing ‘weaknesses’. If a particular skill is not vital for a specific role, it can be helpful to divert energy and attention away from cultivating this strength and instead focus on a more necessary area of development. This holistic approach creates a work culture where individuals feel supported and find purpose in their professional development.”

3. Create an accessible accommodations process

Ms Lea commented: “For neurodivergent employees, accessing necessary accommodations can often be a tedious and daunting process. Unclear procedures, complex forms, or unwarranted demands for proof can cause employees to put their needs aside rather than request accommodations that will help them perform more effectively. To address this, businesses are adopting a more accessible approach to accommodate the unique needs of neurodivergent individuals.”

“Creating a simple yet effective accommodations process can ensure that your employees feel supported and understood. For example, people who require language and communication support may struggle with the typical approach to workplace meetings. Because of this, they may benefit from having shorter, more focused meetings with clear agendas. Other neurodivergent employees may find that having a dedicated mentor helps them to better understand important tasks,” she outlined.

“Beyond procedural adjustments, environmental supports play a crucial role in supporting neurodivergent employees in the workplace. Accessible accommodations create a safe space for neurodivergent people to seek permissions for tools like noise-cancelling headphones, dim lights in their office area, or even remote work options. By focusing on making your workplace work for everyone, businesses will ultimately create more productive, dedicated employees.”

Ms Lea concluded: “With inclusivity and wellbeing set to be a huge HR focus for workplaces in 2024, we are bound to see just how successful businesses can be when they support the unique needs of their employees. In addition to attracting top talent, these steps forward will create a workplace where every individual can put their best foot forward.”