How to make your business Neurodiverse friendly.

Before we get into it let's get started with some facts about Neurodiversity?!

Around 1 in 5 employees in the UK are likely to have some form of neurodivergence.

Neurodivergent employees often experience an 80% unemployment rate, even though many possess high levels of skills and creativity.

When we use the term Neurodivergent we automatically think of ADHD and Autism, but in reality the term covers many different conditions such as Dyslexia, Dyspraxia, Dyscalculia, Tourette Syndrome, Sensory Processing Disorder and OCD. This list isn't by any means a full list but these are some of the most common conditions that get missed.

Companies that foster neurodiversity see improvements in innovation, problem-solving, and workplace culture. Neurodivergent individuals often bring unique perspectives to complex problems.

Microsoft for example have dedicated Neurodiverse hiring initiatives and have reported increased productivity and innovation.

Obtaining meaningful employment can be challenging due to numerous barriers, particularly for individuals who are Neurodivergent, specifically Autistic women, who frequently experience job-hopping. These individuals often find themselves in part-time roles with low pay, such as positions in retail, hospitality, and entry-level jobs.

So what can you do as a Business Owner to help?

The first thing to remember is everyone is different. Neurodiversity is a spectrum and a massive one at that. What works for one person might not necessarily work for another, but the key is to be adaptable and make adjustments where you can.

Recruiting an Neurodivergent person requires a thoughtful and inclusive approach that emphasizes clarity, understanding, and flexibility. Here are some tips to help with the process:

• Create Clear Job Descriptions: Be specific about the role's responsibilities, required skills, and expectations. Clear, concise job descriptions can help candidates better assess their fit.

  
  

• Simplify the Application Process: Ensure that your application process is straightforward, with clear instructions and minimal barriers, like unnecessary personality tests or overly complex tasks.

  
  

• Offer Accommodations: Be open to providing accommodations during the hiring process, such as extended time for interviews, written questions, or remote interviews if preferred.

  
  

• Structure Interviews Thoughtfully: ND individuals may find traditional interviews stressful. Consider offering a structured interview with clear questions or even a work trial to showcase skills instead of relying solely on social interaction.

  
  

• Avoid Ambiguous Questions: Ask clear, direct questions rather than open-ended or hypothetical ones, as ND candidates may struggle with vague or abstract questions.

  
  

• Focus on Skills Over Social Interaction: Many ND people may not fit typical expectations for eye contact or small talk. Focus on their skills, qualifications, and ability to perform the job, rather than their social demeanour.

  
  

• Provide Sensory-Friendly Environments: Ensure the interview space is comfortable and free from overwhelming sensory stimuli like bright lights, loud noises, or strong smells.

If you already have ND employees working for you there are many things that you can do to support them.

• Is it possible to offer remote or hybrid working to allow employees to relax more while working in their safe space?

• Encourage regular breaks to regulate through out the day.

• Create a quiet workspace, Designate quiet areas for focused work where noise and interruptions are minimized.

  
  

• Offer Consistent Support. Provide regular, structured check-ins with managers to clarify work expectations and provide ongoing support.

• Be explicit about job roles, deadlines, and performance expectations to reduce uncertainty. Written instructions may benefit some employees.

You may discover that all employees can reap the rewards of minor adjustments as previously mentioned. These accommodations should not incur any extra costs for the company and have the potential to enhance both working conditions and productivity!