Creating a culture to allow employees to bring their authentic self to work is vital.
It is important to recognise that humans behave and respond differently – and that this is a good thing for a business, as people bring different ideas and perspectives into the workplace.
Increasingly, organisations are looking at neurodiversity in their business to ensure that their employees are given equal opportunities and feel that they are more supported.
What is neurodiversity?
Neurodiversity is a term used to describe a framework for understanding brain function in humans.
It is reported that 15/20 per cent of the population is neurodiverse (Forbes). This includes dyslexia, attention deficit hyperactivity (ADHD), and autism. Of the 700,000 people with autism in the UK, only 16 percent are reported to be in full time paid employment (Xperthr).
What can employers do to create an inclusive culture, recognising neurodiversity – neuroinclusive.
Earlier this year (the week of 18 – 24 March 2024), the focus was to highlight how organisations can connect with neurodiverse employees. To enable employers to consider how they can provide a culture that uses inclusive language to engage and not to discriminate.
It is important that the whole business is recognised as responsible for the inclusive culture, with HR being a key stakeholder along with the line managers.
The role of HR is to build knowledge and inclusion in the organisation, by implementing policies and training managers, cascading information and initiatives throughout the business.
To encourage internal conversations, HR can look at their attraction and retention practices, including:
- Recruitment
- Onboarding
- Retention: performance management, absence management
- Progression / development
And, working with the business adapting practices, including workplace adjustments relating to:
- Flexibility
- Working practices
- ‘Access to work’ [https://www.gov.uk/access-to-work]: equipment can be provided to support the employee
- Occupational health- working with the employee and medical adviser e.g.
- With an assessment outlining support and adjustments required, including workplace design
The role of HR is to guide the business, open up communication, and embed best practice across the workplace.
The line managers role is more hands on and day to day focused, as it is this stakeholder in the business that manages people. It is therefore vital that this group of employees are engaged.
As the line manager, adapting processes is a top consideration. Areas to consider include:
- Acceptance of varying the recruitment process to accommodate
- The application process e.g. dyslexic support
- Preparation of the interview e.g. providing interview questions prior to the interview
- Review of the interview format e.g. avoiding large panel interviews, giving additional time to consider questions
- Review work programmes e.g consider reasonable adjustments e.g. location, providing additional training, additional time for certain tasks
- Learn how to recognise a neurodiverse employee
- Provide a department culture that is encouraging, open, and a safe place, to enable employees to have confidence to do their work
To start these conversations in your organisation, reach out to our team of HR Consultants to discuss how they can support you. Contact us on 0345 646 0406 or email enquiries@nockoldshr.co.uk.