August 2024
Table of Contents
Research
Coaching
Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching
Shattering Silence: Autistic Women Redefining Coaching and Inclusion in the Workplace
General Neurodiversity Research
Designing for Strengths: Opportunities to Support Neurodiversity in the Workplace
Executive function deficits mediate the relationship between employees' ADHD and job burnout
Industry News & Updates
Guide on improving disability inclusion in legal sector launches
Embracing neurodiversity brings business benefits, says new ACCA report
Articles
Workplace Wellbeing: Neurodivergence is a strength — not a deficit
I’m neurodivergent – this is what we really need in the workplace
Why more organisations should follow John Lewis’s example and pre-share interview questions
Why some companies are actively recruiting an ‘untapped market’ of neurodiverse workers
Children in wealthy areas more likely to be diagnosed with dyslexia, dyspraxia and ADHD
Additional Resources
Research
Coaching
Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching
Bowers et al., 2023
Summary:
This meta-analysis sought to analyse up-to-date data to evaluate how coaching has evolved and whether there has been a change in its estimated impact or a better understanding of the variables that might moderate its effectiveness.
A variety of approaches were taken to collect relevant published and unpublished research findings which would be relevant to this meta-analysis. This included papers after 2014. Each article was evaluated to ensure they met the criteria that studies must have been conducted within the workplace with trained coaches.
Key findings:
After removing one clear outlier, the overall effect of coaching was positive and of moderate effect size. The data did not yield positive results when aiming to meaningfully distinguish different types of coaching based on the theoretical framework upon which they were developed. It was highlighted that there was no difference between coaching that stemmed from a process/facilitation framework versus an outcome/goal setting framework.
The analysis also investigated the moderating effect of the number of coaching sessions on coaching outcomes. However, this variable was not found to be significant. The total number of hours were also investigated, as coaching sessions may vary in length, however similarly this was found not to be significant.
When looking at the modality of coaching, the meta-analysis considered the differences between virtual coaching and live coaching. The analysis revealed no significant difference between these two forms of coaching. This supports the assertion that virtual coaching can be an effective tool to support individuals in the workplace and can support remote coaches confidence that coaching can be as effective if carried out virtually as it is in face-to-face interactions.
Coaching in the Digital Age: Exploring Digitalisation's Impact on Executive Coaching: A Theoretical Framework and Proposed Agenda Shift
Bajpai, 2024
Summary:
This was a qualitative study of 25 executive coaches which looked at the impact of digitalisation on Executive Coaching. It looked at how coaches encounter digitalisation-driven changes directly and indirectly, suggesting a need to adapt the coaching agenda towards the challenges of the digital age.
The study positions digitalisation as a crucial socio-contextual factor, proposing a theoretical model to comprehend its impact holistically. The findings suggest that the role of executive coaching needs to evolve based on the respondents’ answers. The study had its limitations such as its constructivist nature as well as the findings being shaped by the respondent’s interpretation and the data collected was during the Covid-19 pandemic.
Interesting Excerpt:
“One prominent theme emerging from the indirect impact of digitalisation was the change in the coaching agenda as experienced by executive coaches. This change stems from the topics and themes the executive coaching clients bring to the sessions. According to the respondents, this shift in the coaching agenda could be attributed to the changes in the organisations driven by digitalisation, changes in team dynamics, and newer demands on modern leaders.”
Shattering Silence: Autistic Women Redefining Coaching and Inclusion in the Workplace
Watts, 2024
Summary:
This paper investigates challenges within the workplace which are experienced by 5 Autistic women and the effectiveness in how coaching addresses these needs. The article highlights the importance for coaches to understand autistic nuances as well as the importance of workplaces adapting practices towards an autism inclusive culture. The paper uses qualitative semi-structured interviews with autistic women within the UK, who have experienced coaching within the last five years.
The findings highlight the importance of Coaches having an understanding of autism when working with coachee’s. The findings also highlight the potential adverse effects of traditional coaching models and recommends a fundamental rethink on coaching approaches to fully embrace neurodiversity.
Interesting Excerpt
“Understanding the lived experience of autistic women was consistently identified as a crucial aspect when coaching autistic women. This presented itself into two subordinate themes: the coaches’ knowledge of autism and understanding of the coachees’ unique needs and the coaches’ relationship to the experience of autism. The importance of coaches’ understanding, and knowledge of autism was unanimously emphasised to help foster meaningful and effective communication between the coach and the coachee. It can influence the coach’s expectations and how coaching is provided, ensuring it is not uncomfortable for the coachee.
Coaches may misunderstand autistic women because they interpret dyadic discussions through the lens of neurotypical expectations, including body language and eye contact patterns (Strömberg et al. 2022). Participants expressed the possible negative impacts of interactions with coaches who have a limited understanding of autism.”
The role of relational mechanisms in the executive coaching process on client outcomes in distance coaching relationships
Weinberg, F.J. and Hausfeld, M.M. (2024)
Summary:
This study looked at the relationship between the readiness of clients and the levels of trust with their executive coach. It also looked at the increases to improved performance at work and personal learning. Respondents participated in a one-year formal distance coaching program which was offered by an organisation specialising in distance coaching. 14 coaches and 196 clients participated in this study.
The findings suggested that both a coaches’ perception and a client’s readiness for coaching predict both personal skill development as well as performance improvement. This study suggests that it highlights practical implications for organisations, who invest in executive coaching regarding the trust building throughout distance coaching relationships, as well as the client’s readiness for coaching.
Interesting Excerpt
“Results demonstrate the importance of personal learning as a mediating mechanism by which client trust and readiness for coaching, affect the extent of improvement in work effectiveness. Clients must feel that they are expanding their skill set and developing new perspectives toward opportunities and challenges in their organization to improve effectiveness.”
General Neurodiversity Research
Designing for Strengths: Opportunities to Support Neurodiversity in the Workplace
Hall et al., 2024
Summary:
This study highlighted that supported employment programmes are demonstrating their ability to enhance employment outcomes for neurodivergent individuals using personalised job coaching, which specifically aligns with the strengths of an individual. The paper discusses how technological interventions have been designed to support these programs, some of which focus on an individual’s challenges through deficit-based design. There has been criticism of these due to their potential to undermine the agency of neurodivergent individuals.
This study was conducted in an educational setting at a state University in The United States. It used a strengths-based co-design to explore opportunities for a technology which could support neurodivergent individuals using their individual strengths, by looking at their current strategies to support with workplace challenges, the strengths they employ, and the technology designs that participants developed to operationalise those strengths in a supportive technology.
Ways in which technology can facilitate independence:
A technology which could support cognitive processes like problem-solving skills through questions to support with investigating problems.
Acknowledgement and encouragement of re-using past strategies.
Providing multiple options for the user to evaluate for appropriateness.
The study found that participants wanted a technology which would support their ability to operate independently rather than solve problems for them. The study highlighted that this "try first" mentality and desire to internalise skills aligns with the goal of workplace stabilisation and demonstrated participants’ desire to contribute positively to their jobs.
Neuro-inclusion at Work Report, 2024
Some key statistics:
This report surveyed over 1000 employed adults about their working life, of which 790 identified as neurodivergent.
One in five neurodivergent employees have experienced harassment or discrimination at work because of their neurodivergence
It found that only half of neurodivergent employees feel that either their organisation (52%) or team (54%) has an open and supportive climate, where employees feel able to talk about neurodiversity.
The research shows 3 in 10 (31%) neurodivergent employees surveyed haven’t told their line manager or HR about their neurodivergence.
44% of this group said it’s a private matter that they don’t want to share.
Over a third (37%) said they are concerned about people making assumptions based on stereotypes.
A third (34%) said they feel there’s too much stigma, 29% said they are concerned about the possible impact on their career and almost a fifth (18%) said they don’t think their organisation would be understanding or offer support.
A third (33%) say their experience at work, in relation to their neurodivergence, has had a negative impact on their mental wellbeing.
Only 37% of neurodivergent employees surveyed feel their organisation provides meaningful support to neurodivergent individuals.
Neurodivergence and the Persistence of Neurotypical Norms and Inequalities in Educational and Occupational Settings
Hennekam et al, (2024)
Summary:
This article points to the mechanism that reinforces neurotypical norms and inequalities through the internalisation of stigma associated with neurodiversity and social class within educational and occupational settings.
This paper draws upon the literatures of neurodiversity, neurotypical norms and the internalization of stigma, reporting on two French studies, one survey-based (324 neurodivergent students) and another interview-based (25 neurodivergent working adults) – and finds a common awareness of and perceived pressure among neurodivergent students and working adults to conform to neurotypical norms.
Interesting Findings:
The study highlighted that both students and working adults employ individual coping strategies to present themselves as neurotypical.
The study also found that social class exacerbates inequalities as individuals from lower social classes are less likely to get diagnosed and have access to accommodations and support which has implications both in organisations and education, regarding how these spaces can be made more inclusive for neurodivergent individuals.
Embracing the Irreplaceable: The Role of Neurodiversity in Cultivating Human-AI Symbiosis in Education
Hutson, 2023
Summary:
This paper investigates the benefits of the integration of neurodiversity into AI development. This study investigates the role of human skills in the development and application of artificial intelligence (AI) within higher education, highlighting the unique contributions of neurodivergent perspectives in creating a symbiotic human-AI relationship. The study draws upon research that evidences the superior performance of diverse teams in creativity and innovation.
The study discusses how the integration of diverse cognitive processes, particularly those present within the neurodivergent community, into problem-solving, thinking, and decision-making frameworks stands as a pivotal countermeasure against the pitfalls of groupthink, homogenization, and autophagy that can afflict large language models and collective intelligence systems. These pitfalls manifest as a lack of creativity, innovation, and critical thought, leading to stagnant or regressive intellectual environments.
Interesting Excerpt:
“The integration of neurodivergent perspectives into AI development emerges as a critical imperative in the contemporary technological landscape. This review underscores the increasing concern over the potential to replicate and perpetuate neurotypical biases, thereby overshadowing the rich tapestry of human cognition that neurodivergent individuals offer.”
Executive function deficits mediate the relationship between employees' ADHD and job burnout
Turjeman-Levi, Itzchakov, Engel-Yeger, 2024
Summary:
Adults with Attention-Deficit/Hyperactivity Disorder (ADHD) often face significant deficits in executive function and adverse work-related outcomes. This study aimed to explore the role of executive function deficits in job burnout of employees with ADHD.
A field study with 171 employees provided support for the research hypotheses and mediation model in which the employees' ADHD-job burnout relationship was mediated through executive function deficits.
Interesting Findings:
The findings underscore the significance of understanding how Executive Function deficits contribute to the challenges faced by employees with ADHD. Practically, interventions targeting Executive Function skills of self-management to time and self-organisation or problem-solving may serve as preventive measures against job burnout among employees with ADHD.
Findings also suggest the necessity of workplace accommodations and support mechanisms tailored to address Executive Function deficits among employees with ADHD. Recognizing and addressing these challenges within the professional environment may foster a more inclusive and supportive workplace, ultimately contributing to burnout prevention for individuals with ADHD.
Industry News & Updates
Improving Disability Inclusion Guide | Legal Sector
July, 2024
The Law Society of Scotland has launched a guide to help improve disability and neurodiversity inclusion across the Scottish legal profession.
Northern Trains has reviewed its recruitment process to better support candidates with ADHD, autism, and other conditions
August, 2024
Northern Trains has reviewed its recruitment process throughout the application process, to ensure neurodivergent applicants are supported.
Embracing neurodiversity brings business benefits, says new ACCA report
August, 2024
Leading global accountancy body ACCA’s latest report ‘Neurodiversity in accountancy’ explores the growing awareness by employers that those who are neurodivergent have real value to bring to an organisation.
Articles
Workplace Wellbeing: Neurodivergence is a strength — not a deficit
April, 2024
This article discusses how creating a neurodiversity-friendly environment, where everyone knows they can ask for reasonable accommodations, could benefit all. It also highlights how being different in our behaviours and brain function shouldn’t be seen as a deficit, but a strength.
Embracing Workplace Neurodiversity | Thorn Baker Group
April, 2024
Roles in Construction, Facilities Management, and Industrial are traditionally seen as demanding environments that require precision, collaboration, and innovative thinking. This article discusses how embracing neurodiversity can benefit these industries.
I’m neurodivergent – this is what we really need in the workplace"
April, 2024
A company CEO who got diagnosed with ADHD at age 47, Sandi Wassmer, explains what employers must consider to retain and support neurodivergent workers.
Why more organisations should follow John Lewis’s example and pre-share interview questions
July, 2024
This article discusses the benefits of adjustments to traditional interview processes.
“Fostering an inclusive environment that supports the unique talents and needs of neurodivergent individuals is not only best practice – it can be a strategic advantage.”
Why some companies are actively recruiting an ‘untapped market’ of neurodiverse workers
July, 2024
“But as employers begin to recognize that neurodiverse individuals have unique talents, some are launching specialized recruitment programs and creating workplaces that are more accommodating to workers who are not neurotypical.”
Neurodiversity and Innovation: Deloitte Insights
July, 2024
“Neurodiversity isn’t just a buzzword. It’s a force that challenges the status quo and can unlock unparalleled potential for creativity and innovation. It is an appreciation that because no two people inherently think exactly alike, no two people should be compelled to think exactly alike when brought together for a common purpose.”
Children in wealthy areas more likely to be diagnosed with dyslexia, dyspraxia and ADHD
November, 2023
This article highlights how children in wealthy areas are more likely to be diagnosed with dyslexia, dyspraxia and ADHD, while also discussing the unmet need in poorer areas.
Additional Resources
Lots of free resources can be found on Lexxic’s website, including insights into various neurodifferences, insightful blogs and handy guides to support organisations on their first steps to neuro-inclusion. Take a look at the following links to check out some of our free resources:
Lexxic are also the proud partners of Neurodiversity Celebration Week (NCW). Take a look at their website to see how you can get involved for NCW 2025 and to check out their Resource Hub: