It’s a common misconception that putting accommodations in place is expensive and time-consuming. In fact the opposite is true.
Supporting neurodivergent people at work doesn’t have to come with a hefty price tag. A big part of neuroinclusion is having a better understanding of individuals’ communication and learning styles and, in many cases, there is no up-front cost. Organisations with up to 50 staff can also take advantage of the government’s Access to Work scheme to make other adjustments for specific employees free of charge.
And it doesn’t need to dent productivity. Demonstrating an understanding of neurodivergence and willingness to meet people’s needs can increase efficiency, improve staff retention, reduce absenteeism and presenteeism and boost your organisation’s reputation.
Reasonable adjustments actually just help to level the playing field. Providing reasonable adjustments for neurodivergent people is like making buildings wheelchair accessible.
Neurodivergence can’t be cured. Like wheelchair accessible infrastructure, reasonable adjustments need to be ongoing. However, it is beneficial to review adjustments periodically and consider whether changes could help.
In the UK the services for neurodivergent people are extremely under-resourced, and NHS waiting lists for diagnosis are several years long. Self-identification or a private diagnosis are often the only realistic options.
Making accommodations to support neurodivergent workers can have a huge impact.
These statistics underline why it’s so important:
When they feel properly supported and able to bring their authentic selves to work, neurodivergent staff will be able to thrive, do their best and reveal their hidden strengths.
And it’s not just neurodivergent employees who will benefit. A focus on neuroinclusion promotes a healthier workplace culture. Through the curb-cut effect, many of the changes made are likely to benefit neurotypical colleagues as well, boosting overall employee satisfaction and productivity.
