Neurodiverse workplaces | The small changes that can bring big benefits

By Tracey Ward, Head of Business Development & Marketing at Generali UK Employee Benefits

When reviewing organisational Diversity & Inclusion (D&I) and/or Environmental Social Governance (ESG) approaches, cognitive diversity – also known as neurodiversity – deserves considerable attention, says Johnny Timpson OBE, former Cabinet Officer Disability and Access Ambassador and a founder member of GAIN (Group for Autism, Insurance, Investment and Neurodiversity). “Cognitive diversity shouldn’t be seen as simply an objective and an outcome in itself. It’s far more than that,” he says.

“It empowers people to think more widely. To think outside the box. To be innovative. This can lead to improved products and services, new ways of thinking and working. It results in giving you that little bit of difference; a difference in thought and perspective that brings benefits to your colleagues, your customers and, ultimately, your business in terms of competitive edge,” adds Johnny, speaking a recent Generali UK webinar.*

Most people are neurotypical or ‘not neurodivergent’. This means they think and behave in a way that is similar to most other people. But around one in six people are neurodivergent. This means they behave, think, process and interpret information in ways that differ to most other people. Traditional working environments are often designed with neurotypical people in mind, which can make it difficult for neurodivergent employees to thrive at work.