Including people with a variety of different ways of thinking in a team is a proven way to improve creativity, innovation and resilience. Being openly accepting of employees with autism, ADHD, dyslexia and other neurological differences and accommodating their needs also helps to create a positive organisational culture, leading to improved staff wellbeing and retention.
It is true that many neurodivergent people face challenges in employment, however adjustments are often free and easy to implement. Any costs are likely to be balanced by improved team morale and enhanced productivity, as well as a lower attrition rate.
Through our Neurodiversity at Work initiative, we’re keen to help neurodivergent people thrive at work and help local employers understand how to support them and how their organisation will benefit.
Following a successful meetup on neurodiversity in the workplace in September 2024, we realised there was a need to continue the conversation. That led to the creation of Reading Neurodiversity at Work Groups on Facebook and LinkedIn. These provide safe spaces to talk about issues related to neurodiversity at work and share relevant information.
They are open to anyone who identifies as neurodivergent, whether diagnosed or not, the people that care about them and people who work with or employ them.
We welcome anyone who thinks differently, whether they know or believe they have autism, ADHD, dyslexia, dyspraxia, dyscalculia, a learning difficulty, a personality disorder or a mental health condition.
Neurodivergent people are underrepresented in the workforce. Those who are employed are often not able to give their best due to a lack of understanding of their needs and fear of making things worse if they speak up.
Employers may err on the side of doing nothing, due to worry about getting it wrong or that making adjustments could get expensive. But by failing to unlock the potential of neurodivergent people, organisations are missing out.
Breakdowns in communication caused by lack of awareness can also create an uncomfortable work environment. This will negatively impact performance and increase overall staff turnover, denting the bottom line.
Our volunteers are working together with local subject matter experts, all neurodivergent themselves, to develop events and resources to help employers understand how to make the most of what neurodivergent employees have to offer.
