How can employers support neurodivergent employees?

With 1 in 7 people being thought to have a neurodivergent condition, it is very likely that you employ neurodivergent people.

The impact of having neurodivergent employees isn’t a negative one, as in the right environment neurodivergent employees can thrive. Some of the common symptoms of neurodiverse conditions can be a real benefit to employers, such as those with ADHD might struggle with time management but show tremendous drive when they’re interested in something. Employees with autism can be incredible problem solvers, with one study showing that autistic employees were 140% more productive than their neurotypical colleagues, with attention to detail being a real strength.

One of the biggest legal considerations is for employers to make reasonable adjustments. It sounds expensive but it doesn’t have to be. Reasonable adjustments examples can be being flexible with start and finish times, rest breaks, formal policies around performance management and open plan working.

The other biggest legal consideration is “discrimination arising from a disability”, which means that if an employee does something as a result of their disability, the employer can only respond to that in a way that is proportionate.

The above was taken from our video series, “90 seconds with a gunnercooke expert”. Ed’s episode can be found here.

You can contact Ed or read more about his practice here.