Neurodiversity FAQs

Our neurodiversity FAQs detail frequently asked questions and tailored answers related to diversity in the workplace.

What does neurodiversity look like in the workplace?

A neurodiverse workplace fosters an inclusive environment where individuals with diverse cognitive styles are valued.

This could mean embracing flexible work arrangements, providing alternative communication methods, offering sensory-friendly spaces, and implementing inclusive hiring practices.

Initiatives such as mentorship programs and employee resource groups utilise the strengths of neurodiverse individuals so they can thrive and contribute their unique perspectives to a team.

Colleagues and managers alike receive training to understand and appreciate neurodiversity, fostering a culture of acceptance and support.

What qualifies as neurodiverse?

Neurodiversity refers to several conditions including attention deficit disorder (ADHD), autism spectrum disorder (ASD), dyslexia, dyscalculia, intellectual disability (ID), developmental language disorder (DLD) and tic disorders.

Those with neurodiverse conditions may process and interpret information differently to neurotypical individuals.

How do you support neurodivergent staff?

Workplaces can support neurodivergent staff by implementing inclusive policies and practices that accommodate diverse needs.

This can involve providing flexibility in work arrangements, such as offering remote work options or flexible hours, to accommodate sensory sensitivities or other challenges.

Training managers and colleagues in understanding neurodiversity and fostering an inclusive environment can also create a supportive culture where differences are celebrated.

Providing clear communication channels and offering assistive technologies or accommodations tailored to individual needs can empower neurodivergent employees to thrive in their roles and contribute effectively to the workplace.

Regular check-ins and opportunities for feedback can ensure that support measures are effective and responsive to evolving needs.

Should I tell my employer I'm neurodivergent?

You are under no obligation to tell your employer you have a neurodivergent condition. However, there are benefits to being open, so it is advisable to consider telling them. Your employer can make adaptations for you to ensure you can reach your full potential.

Neurodiversity is increasingly understood as an asset because an inclusive environment is beneficial to everyone.

What are the benefits of neurodiversity training?

Neurodiversity training fosters a more inclusive and understanding workplace environment. By educating employees about neurodiversity, organisations can promote greater appreciation of differences in cognitive functioning. This leads to increased empathy and support for neurodivergent individuals so they can thrive.

Training also enhances teamwork and communication skills as colleagues learn to accommodate diverse perspectives and communication styles.

Embracing neurodiversity harnesses the unique strengths and talents of all individuals, contributing to a more innovative and successful workplace culture.

Does neurodiverse mean autism?

No. The term ‘neurodiversity’ was introduced by Australian sociologist Judy Singer who has autism, and it was embraced by the autistic community. However, ‘neurodiversity’ refers to a range of conditions, including ADHD, dyslexia and dyspraxia.

Is neurodiversity a disability?

Under the Equality Act 2010 a disability is a physical or mental impairment that ‘has a substantial and long-term adverse effect on their ability to carry out normal day-to-day-activities’.

This means that a neurodiverse condition may be defined as a disability, depending on the impact it has on an individual’s life.