A new study has revealed that discrimination towards neurodivergent employees and those with invisible disabilities still remains rife in the UK.
The latest study by psychology consultancy Pearn Kandola has uncovered alarming statistics, revealing widespread discriminatory behaviour towards neurodivergent employees. Its Neurodiversity At Work (2024) report, surveying over 600 neurodivergent employees, found that nearly half reported unfair recruitment processes, while 63% felt compelled to mask their conditions at work. Moreover, 42% expressed discomfort in requesting reasonable adjustments from their employers.
The findings also show that nearly half of the general British population surveyed admitted to witnessing discrimination against neurodivergent individuals. Despite this, 58% recognised the benefits neurodivergent colleagues bring to organisations, though nearly 70% believed businesses fall short in providing necessary accommodations, such as visual aids for dyslexia.
The report highlights a critical gap in managerial training, with 60% of managers never having received guidance on supporting neurodivergent colleagues. Additionally, many remain unaware that neurodivergent conditions often qualify as disabilities under equality legislation, entitling affected employees to legal protections against discrimination.
SUPPORTING NEURODIVERSE EMPLOYEES
The research underscores the necessity for businesses to recognise and accommodate neurodiversity, not only as a legal obligation but as a strategic advantage. With 15-20% of the global population being neurodivergent, creating inclusive workplaces is essential for leveraging the full spectrum of human potential.
The report urges employers to take decisive action to support neurodivergent employees. The call comes as part of a broader effort to enhance workplace inclusivity for individuals with conditions such as autism, ADHD, dyslexia, and dyspraxia.
Business Psychologist Clare Reynolds emphasised the untapped potential of neurodivergent employees. “Diversity of thought and approach can be a huge benefit to employers if workplaces create an inclusive, harmonious, and welcoming environment. Unfortunately, our research shows that all too often this is not the case,” Reynolds said. “It means many employers are missing out on the immense talents, skills, and perspectives of neurodivergent people.”
ENHANCING WORKPLACE INCLUSION
One poignant testimony comes from Samantha Tonge, a 42-year-old from Edinburgh diagnosed with dyspraxia in 2001 Tonge, who runs a strategic marketing company, detailed her challenges with spatial awareness and reaction times, which prevent her from driving. She described the additional hurdles in social and work environments, compounded by a lack of early diagnosis and mixed responses from employers regarding her condition.
Reflecting on job applications, Tonge highlighted the unnecessary exclusion created by requirements such as a driver’s license for non-travel positions. “Employers should be sensitive to how they will be perceived and make the environment as open and supportive as possible,” she advised.
Other recommendations from Tonge for fostering a more inclusive workplace include:
- Inclusive Job Adverts: Clearly state openness to neurodivergent applicants and avoid unnecessary requirements like a driver’s license.
- Supportive Communication: Engage with employees who may be struggling, considering potential invisible disabilities.
- Education and Awareness: Train colleagues and managers about neurodiversity, fostering a supportive environment for all.
Click here to access the full report.
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