A new study has revealed that 61% of neurodivergent employees have experienced stigma or felt misunderstood at some point during their career.
Additionally, 34% have experienced difficulty in recruitment and interview processes, and 32% have experienced lack of career progression, confirmed a new report carried out by Texthelp, experts in inclusive technology and Disability:IN. The survey which reveals perceptions of neurodiversity inclusion in the workplace, revealed that 53% have Dyslexia, 47% Autism, 18% ADHD, 12% Dyspraxia, 4% Dyscalculia, including OCD, Dysgraphia and ADD.
LOW AWARENESS OF NEURODIVERSITY
According to the study, only 12% of the neurodivergent and 5% of neurotypical employees are aware that one in five people are neurodivergent. Most people (over 91% of those surveyed) lack awareness of how common neurodiversity is. Most people work amongst neurodivergent people every day without realising it.
When we’re aware that everyone has different ways of thinking, working, and learning, we’re more likely to be understanding and inclusive in our own actions and interactions, noted the report. For example, 56% of neurodivergent employees surveyed have experienced communication barriers at work. Raising awareness could help to reduce some of the challenges experienced in the workplace.
INCLUSION KEY TO RETENTION
The study also confirmed that inclusive companies that support neurodivergent employees are better at retaining them. Around 93% of neurodivergent employees said they would be more likely to apply to, or continue to work for, a company that was supporting neurodivergent employees well. And 63% of neurotypical employees surveyed said the same.
With today’s current issues in employee retention, it’s important for companies to understand and support their current and future workforce. Many applicants will only look into positions at companies that clearly prioritise diversity and inclusion (D&I) practices. Similarly, once an employee – both neurodivergent and neurotypical – begins working at a company, they’re more likely to stay if they feel D&I practices are being prioritised and implemented.
BETTER SUPPORT NEEDED
The survey also revealed that companies can be doing more to support neurodiversity. In fact, 64% of neurodivergent employees believe their organisation could be doing more to support neurodiversity in the workplace. And 52% of neurotypical staff felt the same.
Many organisations have made an effort to support and embrace neurodivergent employees. However, both neurodivergent and neurotypical employees believe there is more that can – and should – be done. According to the report, there are many ways employers can better support neurodivergent employees. They include:
Create more awareness and training about neurodiversity
Provide neurodiversity awareness training for colleagues to improve understanding and reduce negative misconceptions.
Develop support networks for neurodivergent employees
Creating an employee support group for neurodivergent employees to join and create a community within the company.
Be proactive and have empathy
Developing programmes that support neurodivergent employees and understand that their processes in the workplace may be different than others.
Create an inclusive environment
Providing inclusive technology tools to all employees, so it becomes common practice to use these tools. That way, no one feels obligated to disclose their diagnosis.
Employ more neurodivergent people
Provide training to HR professionals on best practices in creating an inclusive hiring process. This will go a long way in hiring neurodivergent people and supporting them right from the start.
EMBRACING NEURODIVERSITY
According to the report, authored by Texthelp’s Founder and CEO, Martin McKay, and Jill Houghton, President and Chief Executive Officer of Disability:IN, employers can create better work environments where all workers can contribute and feel valued by considering neurodiversity in inclusion practices. It’s not only the right thing to do, but also good for business. Companies that embrace neurodiversity and actively support neurodivergent employees are more likely to have higher employee retention. They’re also more likely to attract a more diverse talent pool.
“The greatest resource we have is our people, and our culture starts inside by cultivating a diverse range of perspectives. We must promote and embrace diversity and provide all the necessary resources to create a sense of belonging in the workplace and to improve equity and inclusion for all,” said Houghton.
“Our goal is that everyone feels welcome and valued in every workplace they enter. We believe that this is an important part of everyone’s future,” added McKay. “Companies large and small can create positive change for themselves and their workforce by supporting a diverse range of people. Creating a workplace culture where all employees feel accepted and able to embrace and elevate their unique skills and ideas is not only good practice, but also good for business.”
To learn more about creating an inclusive workplace, download the full report here.
MORE ARTICLES ON NEURODIVERSITY
Better workplace support needed for neurodivergent employees, reveals study. Click here to read more.
How to adapt your communication style to support neurodiversity at work, and improve the workplace experience for all. Click here to continue reading.
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