Better Neurodiversity Support Needed at Work, Say Staff

The majority of US employees believe there is plenty of room for improvement, especially when it comes to supporting neurodiversity in company diversity, equity and inclusion efforts, revealed a recent study.

The findings from Understood, a social impact organisation for those with learning and thinking differences, like ADHD and dyslexia, found that although 64% of employees said their place of work values diversity and shows it in their actions; only 47% saw neurodiversity as something that was supported by their employer.

The finding underscores the need for companies to expand their understanding and commitment to the various identities and aspects of diversity; such as learning/thinking differences, as well as disabilities, noted Understood. 

SUPPORT FOR LEARNING & THINKING DIFFERENCES

“While companies have made notable strides to increase their diversity and inclusion efforts, they are falling short in considering the one in five employees in the United States who have a learning or thinking difference,” stated Yvonne Cowser Yancy, Chief Administrative Officer and Head of Workplace at Understood. “Organisations must take action to support neurodivergent individuals at work in order to attract and retain talent; reduce the stigma around neurodiversity; and create a workplace and culture where everyone can thrive.”

Additionally, the survey revealed that:

• White employees (68%) are more likely than Black employees (53%) to feel their employers value diversity; and show it in their actions.
• 65% say their employers show it by supporting and/or empowering women.
• 55% say their employers show it by supporting and/or empowering individuals with physical disabilities.
• 50% say their employers show it by supporting and/or empowering the LGBTQ+ community.

PROVIDING ADEQUATE ACCOMMODATIONS

Proactively offering accommodations, such as flexible work schedules, additional training time, and dual written and verbal content, is a powerful and necessary way to help support neurodiverse employees; as well as staff with physical and invisible disabilities. This type of support is usually free to organisations; and those that aren’t are generally a one-time expenses of $500 or less, according to Understood and SHRM’s Employing Abilities @Work Report. This is echoed by other organisations around the world. Sometimes companies worry about the additional cost of accommodations, but in reality the vast majority are inexpensive, point out organisations like the UK’s Business Disability Forum, as reported.

In fact, when the pandemic forced many employees to work from home, 28% noted they struggled with not having the right office setup, technology, or tools needed to do their job properly. On a positive note, the majority of employees are now aware they can request accommodations. More than half (54%) of respondents in Understood’s “Employee DEI Experience Study” said they have asked an employer for an accommodation to help them do their job better; and more than a quarter (28%) said they were aware they could ask for an accommodation but didn’t have a need. However, the study found companies still have work to do to make sure all employees feel empowered and supported; which highlighted that:

• Nearly one-fifth (18%) of employees weren’t even aware they could request an accommodation.
• Employed men (54%) are significantly more likely than employed women (37%) to have asked for an accommodation that was granted.
• Hispanic and Black employees (15% each) are significantly more likely to have asked for an accommodation that was denied versus white employees (8%).

Check out more advice on how to adapt your communication style to support neurodiversity at work here, and improve the workplace experience for all.