Happy Neurodiversity Celebration Week! This week is a worldwide initiative to challenge stereotypes and misconceptions about neurological differences.

Neurodiversity describes the idea that people experience and interact with the world around them in many different ways.

There is no one "right" way of thinking, learning, and behaving, and these differences should never be viewed as deficits. We believe we should be celebrating different minds, as they can bring a host of new and exciting skill sets to teams and workplaces.

What is Neurodiversity?

Neurodiversity is the idea that all brains are diverse in how they work and that no two brains or nervous systems are the same, However, for some people, the variation between those strengths and challenges is more pronounced, which can bring advantages but can also be disabling.

It is estimated that around 1 in 7 people (more than 15% of people in the UK) are neurodivergent. Sadly, unemployment for neurodivergent adults can run as high as 30-40% which is three times the rate for people with disability, and eight times the rate for people without disabilities. (1) (3)

Employers need to reframe these differences as an important and valuable element of diversity which will help everyone to embrace these differences. After all, everyone has both talents and areas they struggle with.

Neurodiversity covers a wide range of conditions, including:

Autism spectrum disorder (this includes what was once known as Asperger’s syndrome).
Attention-deficit hyperactivity disorder (ADHD).
Down syndrome.
Dyscalculia (difficulty with math).
Dysgraphia (difficulty with writing).
Dyslexia (difficulty with reading).
Dyspraxia (difficulty with coordination/speech).
Intellectual disabilities.
Mental health conditions like bipolar disorder, obsessive-compulsive disorder and more.
Prader-Willi syndrome.
Sensory processing disorders.
Social anxiety (a specific type of anxiety disorder).
Tourette syndrome.
Williams syndrome.

Getting over the old stigma

We understand that there are many considerations employers make when it comes to neurodiversity employment. Through research, there seems to be two common challenges facing employers from believing that neurodiversity is an asset in the workplace.

One view shows that there are outdated behaviours and perceptions to overcome when it comes to employing neurodiverse people. In 2020, a survey carried out by the Institute of Leadership & Management revealed that half of the UK’s employers admit that they would not employ someone who had one or more neurodivergent conditions. (4)

Some employers have preconceived notions of what makes a good employee. This belief can contradict the realistic picture of what a business receives by employing someone who is neurodiverse. In reality, neurodiverse people can offer great advantages such as different perspectives and new skills to a workforce.

In the hospitality industry, the hurdle of changing this mindset can be harder to overcome due to various physical and resourcing factors.

Restaurantonline.co.uk states “often retail and hospitality environments rely on multi-sensory design and stimulation to sell - bright lights, loud music…” (7) which for some neurodiverse individuals can make it a stressful and uncomfortable place to work. Some bars and restaurants have been making the effort by turning down music and adjusting lighting which have benefited both team members and customers who may also be neurodiverse.

Other challenges neurodiverse hospitality employees can face include:

Constantly changing shift schedules
Natural team member turnover (9)
Inconsistent work environments (9)
Placed in overstimulated areas of the business

Many of these experiences can be adapted to help and accommodate neurodiverse teams and customers with small changes yet have a great impact.

For further reading, there is a wonderful case study by Lemon Tree Hotel (an Indian hotel chain) that talks about its success in working and hiring a neurodiverse workforce.

The other hurdle is that organisations that have said they will employ neurodiverse individuals, do not have the correct support in place to help them thrive within the workplace.

Research carried out by O2 found that 81% of those with a condition such as autism, ADHD, or dyslexia, felt that there is an opportunity for them to be better supported at work. (3)

Neurodiversity in the workplace

Studies have shown that companies that prioritise diversity and inclusion, including neurodiversity, are more innovative and have better financial outcomes. (5)

By tapping into the unique strengths of neurodivergent team members, employers could improve productivity, increase creativity, and enhance problem-solving capabilities. As a result, the entire workforce can benefit from their diverse perspectives and skills.

Neurodiverse individuals can come with a host of advantages including:

Diverse Perspectives
Productivity
Attention to detail
Creativity
Visual thinking
Retention of information
Problem-solving
Analytical thinking
Loyalty
Improved Pattern Recognition

Benefits to your organisations include:

Team productivity and performance
Engagement
Innovation
Talent attraction and retention

The way you can support your Neurodiverse apprentices, team members and employees

While many businesses have expanded their diversity, equity, and inclusion (DEI) initiatives (12) there is still more to be done, both in hiring and in support of Neurodiverse employees.

Hiring Process

Raise awareness to break down stigmas and stereotypes when considering new applicants and look at new talent pools
Adjust recruitment procedures (remove discriminatory language from job descriptions, modify aptitude tests, etc.)
Educate managers about how to interact with and support neurodiverse co-workers (training, tutoring, peer support, job shadowing)
Promote flexibility (work from home, individual education/training tracks, mentorship programs) and set up a dedicated team or task force to work on related issues
Protect privacy and promote respect for mental health and neurodiversity issues (open discussion between managers and employees)
Research and implement best practices, especially those related to onboarding, training, mentoring, etc.
Avoid strong eye contact, confusing/closed-off body language and off-topic conversations when interviewing. Some may struggle to maintain eye contact or socialise outside of the parameters of the interview, that isn’t to say they aren’t highly skilled. (9)

Supporting in the workplace

Offer small adjustments to an employee's workspace to accommodate any sensory needs, such as:

Look at your company culture
- Have regular learning and development to all teams about diversity, equity and inclusion
- Embrace flexibility, reasonable accommodations and adjustments
Consider sensory stimuli
- Think about sound sensitivity. Offer a quiet break space, communicate expected loud noises (like fire drills), and offer noise-cancelling headphones
- Consider accommodations to the physical workspace (quiet areas, standing desks, text messaging, etc.) and schedules (remote work, flexibility)
- Allow modifications to the usual work uniform for example
- Avoid areas with strong smells
Allow the use of fidget toys, allow extra movement breaks, and offer flexible seating
Use a clear communication style:
- Avoid sarcasm, euphemisms, and implied messages
- Provide concise verbal and written instructions for tasks, and break tasks down into small steps
- Inform people about workplace/social etiquette, and don't assume someone is deliberately breaking the rules or being rude
- Outline agendas for all meetings
- Try to give advance notice if plans are changing, and provide a reason for the change.
- Use mindful language and avoid potentially derogatory terms
Allow time to process before agreeing to a decision
Meeting-free time blocks for deep thinking
Don't make assumptions — ask a person's individual preferences, needs, and goals.
Be kind, be patient

Neurodivergent employees aren’t just positive additions to the workplace but a proven competitive advantage. (11)

Can people who are neurodivergent be successful?

Umbrella Training believes everyone has the potential to be successful.

As an education and apprenticeship provider, we make sure to support our learners throughout their apprenticeships, from extra time in the functional skills exams, 1:2:1 extra supported learning and online and face-to-face lessons, we can also help with communication between the apprentice and employer so they can best understand how best to support each other.

We have neurodivergent team members, each of them offering their unique skills, perspectives and support to encourage us to grow and see the bigger picture. From ways to deliver our sessions and share information to best workplace practices.

We offer our clients support, guidance and best practices on how best to support and encourage a neurodiverse apprentice, as well as making sure we only work with “Best places to work” businesses that are committed to fair and inclusive working rights for all.

We believe when workplaces that embrace and celebrate neurodiversity, the whole business and industry benefits. Everyone can flourish with the proper support and guidance.