National Inclusion Week: Workplace Neuro-inclusivity
Although there has been significant positive work in the neurodiversity movement over the past decade, we are still seeing many organisations adopt a reactionary approach to supporting neurodiversity in the workplace. We often hear about the ‘lip service’ of organisations expressing their work to be inclusive publicly, but in reality, many individuals are not getting the support they need and are still met with reservations when they ask for adjustments.
Why is this?
Many organisations lack awareness of neurodiversity, the value that it brings to their organisation, and how to support neurodivergent staff in the workplace to enable them to thrive. In the Neurodiversity - The Power of Difference Report, ILM, it was found that 50% of respondents would be uncomfortable employing or line managing someone with a neurodifference, contributing to neurodivergent staff being unsupported and underrepresented in the workplace.
As a result, many neurodivergent employees feel uncomfortable disclosing their diagnosis or asking for support. In recent surveys completed by Lexxic, it was found that:
Only 52% felt very comfortable in asking for workplace support for dyslexia
Only 19% felt very comfortable in asking for workplace support for dyspraxia
Only 27% felt very comfortable in asking for workplace support for ADHD
When adjustments are not put in place, it can trigger a vicious cycle where the employee constantly faces challenges with their work, they lose confidence, and can experience mental health challenges that can further impact on their performance.
The lack of awareness and buy-in from senior leadership to create cultures that value and include neurodiversity can lead to organisations being left behind commercially:
Neurodivergent minds have many strengths, such as being creative and entrepreneurial, analytical, and adaptable. Supporting these individuals into work has the potential to help plug a serious skills gap in expanding areas of organisations
Different thinking styles can help drive innovation with positive and fresh ideas and different approaches to work
There has also been significant research to suggest that, with the right support, neurodivergent staff are able to thrive and show increased productivity compared to neurotypical counterparts
How can we help?
At Lexxic, we are fortunate to work with a wide range of clients across different industrial sectors, and see the great work being done to create a more inclusive work environment. From our experience, we know that awareness and education, as well as building an adjustments process and referral route, are crucial first steps in creating an inclusive culture. But this is not always the same with every organisation. Through Lexxic’s Neurodiversity Smart Self-Accreditation, we support organisations to find gaps in their neuro-inclusive practices, and work towards neuro-inclusivity as a whole.
Ultimately, being proactive with offering support to employees will enable you to create a psychologically safe space where people feel comfortable in asking for support. With this in place, you can truly create a neuro-inclusive culture that adds substantial value to your organisation.
Feel free to send us an email.
Harry Saville
Solutions Partner at Lexxic
Learn about neurodiversity and the benefits of e-Learning, take a look at our blog post: