6 Effective ways to support neurodiversity in the workplace

Diversity, equity, and inclusion (DE&I) are gaining traction within most industries and organisations, including technology. However, there is one group that is often still overlooked when companies put together ED&I campaigns, the neurodivergent. It is estimated that around 15% of the UK workforce are neurodiverse, but according to the Office for National Statistics, only 22% of autistic adults are in full-time employment. The potential of neurodivergent professionals is unparalleled, as they bring unique perspectives and skills that can add immense value to any business.
 
The neurodiversity movement seen over the last few years can be traced back to the Autism awareness movement of the 1990s. And whilst many industries and organisations are only just starting to recognise the benefits of hiring neurodiverse talent, technology leaders have already carved out a valued niche in their workforce for them. Leading the way are Microsoft and Dell, who have both implemented hiring programmes aimed at sourcing autistic candidates and providing them with an application, interview and onboarding experience specially designed to support their needs.
 
To create a truly diverse workplace, technology leaders should re-evaluate traditional attraction, recruiting and onboarding strategies and take steps to build an inclusive environment that supports all individuals. 

Types of neurodiversity
 

The term ‘neurodiversity’ refers to the natural variations in the way people learn and process information. According to the LGA, neurodiversity can be thought of as: 
 
 “... The different ways the brain can work and interpret information. It highlights that people naturally think about things differently. We have different interests and motivations and are naturally better at some things and poorer at others.’’  
 
Neurodiversity often focuses on autism, but encompasses a wide range of conditions including:
 

• ADHD
• Dyslexia
• Dyspraxia
• Dysgraphia
• Dyscalculia

 
There are many stereotypes and misconceptions about neurodiversity that technology leaders should endeavour to overcome. Currently, 40% of neurodiverse employees in technology haven’t disclosed their condition to their employer and may be at a disadvantage to manage the modern workplace, a workplace that was designed largely with neurotypical requirements in mind.

6 Ways to support neurodiversity in tech 
 

Incorporating ways to support neurodiversity into your technology function will allow your whole team to know that you are an empathic and dedicated leader. The benefits of doing this are not limited to better supporting your neurodivergent team members, they range from higher productivity, better collaboration, problem solving and teamwork, lower staff turnover and even better future candidate attraction!
 
We have outlined six ways you can support neurodiverse talent within your technology team: 

Get buy-in from all levels

It’s important that your entire organisation buys into supporting neurodiverse talent as part of your ED&I policy. This will ensure a consistent organisational approach so that all teams and employees have access to the same level of support. 
 
Ensure there is official wording on your stance on neurodiversity in your ED&I policy and that this is publicly available to all of your current employees and potential future applicants.

Adjust your hiring practices 

Rethink your screening criteria and how you conduct interviews as not everyone will respond well to the same formula. Consider how your interview process can better support neurodivergent candidates and remember that everyone is different, so avoid a blanket approach. For example, consider using a series of interviews with one interviewer rather than a panel, and ensure your hiring managers know that not all candidates are comfortable with eye contact, small talk, or sarcasm. 

Provide regular education on neurodiversity and bias 

Biases can slip in without us even realising it. As outlined above, some neurodiverse candidates are uncomfortable in what are thought of as common-place scenarios and will have different reactions. In an interview, a neurotypical interviewer may let bias impact their evaluation of a neurodivergent candidate if they don’t make eye contact, for example. Providing training and education on the different needs of different candidates will create a more equal playing field and ensure your organisation benefits from a truly diverse workforce.

Adapt the workplace and your equipment 

Whether your team works on-site or remotely, or a bit of both, there are ways you can adapt how you set up projects and collaboration to better support neurodiverse talent. Some neurodiverse people find it challenging to concentrate when there are a lot of conflicting sensory stimuli like email notifications, Teams or Slack messages, etc. Make it ok for your team to have time away from the noise, to turn off their notifications when they’re focussing on certain tasks for blocks of time, and set up your team meetings so that only one person talks at a time, etc. 

Create a supportive environment and inclusive culture

Celebrate and respect employees’ differences and allow your team to guide you in what they need to thrive in your organisation or team. Set up anonymous feedback opportunities so you can shape your culture to the needs of your employees. Not only will this mean you have the optimal working conditions for your entire workforce, you’ll also engender greater longevity in your employees as people love working for an employer who listens to them and appreciates their contribution! 

Be patient! 

In the world of technology, things can move at break-neck speed and this can impact any employee! Whether you’re mobilising your team to take on a transformation project, roll out a new product or service offering, when the pressure is on be sure to provide the support your team needs and be patient with different styles of working, planning and problem solving.

Looking to attract neurodiverse talent? Fruition IT can help! 
 

We're a team of individuals with a passion for connecting people with each other, candidates and companies - so they can inspire each other and make great things happen. We can help you create a recruiting strategy that truly encourages a full range of diverse applicants to enrich your workforce. 
 
If you’re looking for support in attracting diverse professionals, then get in touch.