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Neurodiversity Celebration Week takes place this week and, according to the Neurodiversity Week website, is an initiative that aims to “challenge stereotypes and misconceptions about neurological differences”.
In line with this week, new research has shed light on the awareness of neurodiversity conditions among HR professionals.
It found that just 28% of HR professionals were ‘very confident’ in identifying different types of conditions that are considered a neurodivergence.
Almost one in ten (nine per cent) said that they were not confident at all, according to new data from Texthelp.
This news comes despite more than three-quarters (78%) of respondents stating that the D&I agenda has becoming increasingly important in the last two years.
D&I priorities at work
When looking at the D&I priorities of HR and D&I leaders, race (38%) appeared to be the top priority, followed by gender 25%. Socio-economic background, disability and sexual orientation ranked lower down at 16%, 15% and six per cent respectively.
Despite an apparent lack of neurodiversity awareness, 33% of the survey respondents said they were confident in knowing what workplace accommodations can be provided for staff who are neurodivergent.
The survey also unearthed that the majority (94%) have practices in place to support neurodiversity and disability inclusion.
This included among other things: giving more time on reading and writing tasks for people with dyslexia in recruitment (53%), barrier-free workplace adjustments for wheelchair users (58%) and providing special keyboards, such as for arthritis (55%).
‘Awareness is increasing’
Matin McKay, CEO of Texthelp, said that neurodiversity should be a core part of an organisation’s D&I strategy.
He explained: “However, as this research has shown, there remains a lack of understanding of neurodiversity and the various forms it can take. As many as one in seven individuals have some form of neurodivergence, and many conditions are not visible.
“Thankfully, awareness is increasing and more businesses are stepping up to provide the necessary support for employees with neurodifferences. Combining employee awareness with practical company processes will make sure staff from all backgrounds are supported by their employer.”
How can HR support neurodiversity at work?
While McKay suggested that awareness is increasing and businesses are stepping up support for neurodiverse talent, it is still crucial for HR to consider how they can support staff at work going forwards.
Alan Price, CEO at BrightHR, said that prior to making changes to the workforce, employers must first “understand the true meaning of neurodiversity and look at ways in which they can embrace it accordingly within their organisation”.
Oxford Learner’s Dictionaries defines neurodiversity as “the idea that people with brains that work differently are part of the normal range in humans”. According to Genius Within, this can typically include ADHD, autism, dyslexia and dyspraxia among others.
One of Price’s tips for supporting neurodiversity at work centres around training managers and having the right support in place for staff.
He continued: “Managers should be trained and encouraged to offer 1-2-1 support for employees. This helps facilitate open and honest discussion whereby they can identify each person’s preferences and needs and enable appropriate avenues of support to be implemented.
“Simple adjustments such as having a dark mode on screens and apps to help alleviate vision strain or providing specialised technology to adjust for different ways of reading, such as colour filters for screens, can be practical ways to support employees.”
BrightHR’s CEO went on to explain that open encouraging open discussions is also key. He explained: When both employers and employees can have open discussions about finding ways to work more inclusively, that helps break down barriers and remove stigmas.
“Likewise, it’s important to communicate the variety of resources that are available within your business to staff. These could include having quiet areas, being flexible when it comes to break times, having access to an EAP, or setting up a mentoring programme to help employees grow and succeed,” he added.
Employee engagement surveys
Additionally, Cathy Donnelly, CPO at Texthelp told HR Grapevine that employee engagement surveys are good ways that HR can gather feedback and identify areas for adjustment.
She said: “Giving these team members a voice and representation within internal working groups (such as ERGs) will reassure employees that diversity is a priority and encourage them to be open about the assistance they need.”
Having a diverse and inclusive workforce is not just crucial for individuals but it can play an essential role in an organisation’s talent strategy too. In fact, with a 2020 article from EY explaining that companies embracing neurodiversity in the workplace can reap the benefits of better productivity, innovation and talent retention, supporting neurodiverse talent is key.
