Did you know that approx 15-20% of the population is neurodivergent? (Lexxic, 2024)
And that’s not even taking into account the people without a diagnosis, either unaware or left sitting on a lengthy waiting list. In the UK, for example, depending on where you live, the wait time for ADHD diagnosis can range between 12 weeks and 10 years. (ADHD UK, 2023)
What’s more, shockingly 1 in 5 neurodivergent employees have experienced harassment or discrimination at work. (CIPD 2024)
No one should have to put up with this type of behaviour, nor should they be forced to work in a way that doesn’t support or celebrate their unique operating system.
You wouldn’t hand someone a guitar and expect them to play it like a violin, so why would you address your team with a one-size-fits-all approach?
We can all play our part in supporting our neurodivergent team members. Education, awareness and empathy all help massively, but there’s so much more we can do to bring out the best in our peers.
Because everyone deserves to be more, feel empowered and receive support when they need it.
Understanding Neurodiversity
The term ‘Neurodiversity’, coined by sociologist Judy Singer (1998) refers to the variety of minds within the human population.
Neurodivergent, on the other hand, is an umbrella term introduced by activist Kassiane Asasumasu (2022) – covering genetic and innate neuro-differences (like ADHD & Autism), in addition to developed or acquired conditions such as a brain injury or Post-traumatic stress disorder (PTSD).
We all have different operating systems (think Apple in comparison to Microsoft Windows or Google Chrome…) and working against is likely to end one way. Burnout.
Although neurodiversity can present unique strengths, it can also come with complex challenges, making awareness, education and inclusion so important.
The business case for neurodiversity
From exceptional attention to detail to innovative problem-solving, a neurodiverse team can give your organisation a genuine competitive edge. Additionally, creating an inclusive environment that celebrates neurodiversity can:
- Improve employee engagement, satisfaction and retention
- Foster a more creative, adaptable workforce
- Enhance your employer brand and appeal to top talent
- Demonstrate your commitment to diversity, equity and inclusion
Six strategies for building a neuroinclusive workplace
Cultivating a truly neurodiverse and inclusive workplace requires a multi-faceted approach. It starts with building a culture of understanding, empathy and acceptance – one where neurodivergent employees feel valued, supported and empowered to thrive.
So how can you start building a more neuroinclusive workplace? Here are 6 key strategies:
Allow flexibility in work environments, schedules, and accommodations when needed. (Small changes like allowing team members to switch off their cameras during virtual meetings can make a big difference.)
- Remote or hybrid work options
- Flexible schedules and break times – some employees may prefer to take lunch at a less busy and less overstimulating point in the day.
- Adjustable work hours or compressed work weeks – not everyone is a morning person. Allow your team to work when they are most productive and consider introducing ‘Core working hours (More Happi’s are 10-2pm)’ if you need all team members together at one time.
Establish quiet spaces or sensory-friendly areas for those who need them. Trust your team and confront unhelpful assumptions and biases if you have them. (If people need to sit away from the team or wear noise-cancelling devices allow them to do so without judgement.)
- Quiet, private workspaces and avoid desk hopping if possible to avoid adding extra stress on the plate of any Autistic employees.
- Want your team back in the office? Consider adjustable lighting and supplying noise-cancelling headphones.
- Fidget toys or other sensory tools.
Replace vague briefs and meetings void of agendas with clear communication, expectations and written instructions.
- Use the ‘What, When, Why’ framework for clearer briefs @Katie Campbell show this as an example? (You’ll find it and other expert tools in our free ebook)
- Provide written instructions as a minimum
- Add a deadline to all requests and establish the urgency of the task before you communicate it. Sense check: is it really a priority, or do you just want it now?
Educate yourself and others about neurodiversity – the gifts, challenges and differences. The internet is brimming with valuable information, and companies like ADHD Works offer fantastic resources.
- Provide training and resources to help all employees better understand neurodiversity, overcome misconceptions, and develop the skills to support their neurodivergent colleagues.
- Organise neurodiversity awareness workshops.
- Share educational materials and case studies (like our ebook).
Listen to neurodivergent employees’ voices, experiences, and suggestions for improvement, then act on them.
- Invite neurodivergent speakers to share their experiences.
- Run anonymous feedback surveys with the option to add contact details if they want to discuss more.
- Work with a More Happi coach to create a plan for turning your neurodivergent employees feedback into action.
Provide More Happi Coaching so that they can get 1-2-1 support in work areas they might find challenging – ie planning, overwhelm, setting boundaries, managing emotions, completing tasks, etc.
- Private, un-biased and non-judgmental online coaching with a coach who has experience working with neurodivergent individuals.
- They can choose their coach and create a plan of action, all with accountability built in.
- Give them the opportunity to develop their strengths in a safe and supportive environment.
TL,DR:
- Allow flexibility in work environments, schedules and accommodations
- Establish quiet spaces or sensory-friendly areas
- Replace vague briefs with clear communication using the “What, When, Why” framework
- Educate yourself and others about neurodiversity
- Listen to neurodivergent employees’ feedback and act on it
- Provide coaching for personalised support
Supporting neurodivergent employees
One key challenge many neurodivergent individuals face is Rejection Sensitive Dysphoria (RSD) – an extreme emotional response to perceived rejection or criticism. To help your team manage RSD:
- Educate yourself on the impact of RSD
- Encourage open, empathetic and respectful communication
- Validate their experiences and emotions
- Help reframe negative self-talk and build resilience
Specifically, employees with ADHD may also struggle with executive function, making tasks like time management, prioritisation and productivity especially challenging. In this case, we recommend providing resources like time blocking, task prioritisation methods, and minimising distractions.
Download our free ebook ‘A guide to neurodiversity at work’ here – packed with practical tips, tools and strategies to help leaders create a neuroinclusive work environment where everyone can thrive.
The power of coaching
Coaching is a transformative tool for supporting neurodivergent individuals. By working one-on-one, coaches can help employees develop personalised strategies to overcome blockers, build self-awareness, and unlock their full potential (without burning out).
Key coaching benefits include:
- Identifying and leveraging individual strengths
- Developing tailored time management techniques
- Improving communication and workplace navigation
- Boosting confidence and resilience
When neurodivergent team members feel empowered, validated and equipped, they can contribute their unique talents to the fullest.
It’s worth calling out that neurodivergent or not, we all think, act, feel and process things differently and coaching is proven to help massively when it comes to doing things in a way that works for them.
Embracing neurodiversity, empowering your team
Inclusive workplaces don’t just happen by chance. They require a sustained, multi-faceted effort rooted in understanding, flexibility and a genuine commitment to celebrating differences.
By implementing these strategies, you can create an environment where neurodivergent employees thrive. This unlocks immense value for your organisation and sends a powerful message to your neurodivergent employees: you value them as humans, team members, and appreciate their strengths enough to support them fully.
The future of work is neurodiverse. Will you lead the way?
We can all play our part in supporting our neurodivergent team members.
Education ✔️ Awareness ✔️ & Empathy ✔️ All help massively.
But there’s so much more we can do in order to bring out the best in our peers.
That’s why we created our brand-new free ebook — Neurodiversity: How to foster an inclusive environment and harness neurodivergent talent
What is it?
An easy-to-read guide, packed with practical tips, tools and strategies to help leaders create a neuroinclusive work environment where everyone can thrive.
Perfect for sharing with your managers and team members to spark important conversations and drive positive change.
Head here to get your free copy 👉 https://morehappi.com/get-the-e-book-neurodiversity-at-work/
Equip your team with coaching for sustainable growth
Put jet fuel on your team’s career development and claim your time back. Equip them for every challenge and opportunity with unlimited 1:1 online coaching designed for scaling leaders and teams.
At More Happi, we provide unlimited access to high-quality, affordable 1:1 coaching to help your team overcome obstacles, solve problems, and get where they want to go faster—and happier. Discover more here.
Neurodivergent and living in the UK?
You can apply for ‘Access to work’* grants (many ADHDers use this to fund coaching) and ask your employer for ‘Reasonable adjustments’.
You can do the latter without an official diagnosis!
By implementing the above suggestions you’re supporting EVERYONE on your team – it’s a win-win.
Understanding, kindness and empathy are crucial components of a healthy workplace and offering support, inclusion and reassurance can make a world of difference.
*https://www.gov.uk/access-to-work
