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In the UK, the Office for National Statistics (ONS) published data to show that just 22% of autistic adults are in any kind of employment. They also reported that 64% of employers still admit to having ‘little’ or ‘no’ understanding of neurodiverse conditions.

Neurodiversity describes how there are a range of differences in how a person’s brain and cognition function, therefore recognising that we are all different in how our brain processes, learns, and behaves. Neurodiversity encompasses both neurotypical and neurodivergent. Neurotypical means the person has typical neurological development or function whereas neurodivergent describes someone who has brain and cognitive function that is not considered ‘typical’. This would include someone who has autism, dyslexia, ADHD and similar medical conditions.

Traditionally, employers would consider diversity generally in the context of race, sex, religion, or someone’s sexual orientation for instance, but now with greater information available on neurodivergent conditions such as those above examples, it is equally important to ensure that a neurodiverse workforce is also supported. Doing so will be fundamental to the performance of the job, as explained below.

Why must it be supported in the workplace?

Accepting that not everyone processes information, learns, or behaves in the same way and taking action to embrace it, will positively impact both the business and the individual, for example:

You could have an employee who is under performing in their role and it is attributed to dyslexia. By making adaptations to the role and/or equipment that they use, you can overturn the underperformance and enable them to perform their role to the required standards.

There could also be an employee with autism and who struggles with change. By adapting the way in which change is announced and communicated for this person will improve the chances of them being able to deal with the change and more likely to accept and understand.

You may also have an employee who is impulsive, hyperactive and becomes easily distracted arising out of their ADHD disorder. You can support these characteristics by adapting how their breaks are taken or take steps to simplify the way in which they do their work or provide written processes for them to follow and keep focused. These are all measures that will support their neurodivergent and help them in achieving in the workplace.

These examples illustrate that by taking appropriate steps in supporting neurodiversity in the workplace, it can lead to positive and beneficial results not only to the employee but ultimately for the business.

Diversity is about recognising that everyone has many great things in common, as well as having many great differences that sets us apart from each other. Inclusion is about ensuring everybody has the same right to equal access to employment, equal pay and access to training and development, as well as not to be discriminated against.

Recognised neurodivergent conditions

Being inclusive of those with neurodivergent conditions, means that it is important to have an awareness of some of the more common conditions. Line managers are not expected to become medical experts, but an employment tribunal would expect a reasonable employer to seek the medical advice and opinion from a medical professional when managing an employee who does have a condition. Some of the more common and recognised neurodivergent conditions include (but this is not an exhaustive list):

Attention deficit disorder (ADHD) – a neurodevelopmental condition affecting the nervous system leading to episodes of hyperactivity, or the person becoming distracted, or impulse and can lead to difficulties in following instructions and completing tasks.

Autism – a neurological development condition, characterised by repetitive patterns of behaviour. Often, the person will experience challenges with change, other points of view, social communications.

Dyslexia – is a learning difficulty which causes problems with reading, writing and spelling.

Dyspraxia – a learning difficulty which affects coordination, movement, balance and organisation abilities and often includes poor hand eye coordination and spatial awareness.

Obsessive Compulsive Disorder (OCD) – a mental ill health condition where a person has obsessive thoughts and compulsive behaviours.

Tourette’s Syndrome – a neurological condition that features involuntary tics and uncontrollable sounds and movements. Those with this condition often experience other conditions such as anxiety.

Managing an employee with a neurodivergent condition

To support and create an equal, diverse and inclusive working environment for neurodiversity, how you manage an employee who has a neurodivergent condition is important. Not only is it the right thing to do morally, but legally it is important that a fair process is implemented to avoid claims of discrimination and/or unfair dismissal.

Legal Considerations

In some instances, the nature of the condition can qualify as a disability for the purpose of the Equality Act 2010. Under this legislation, a person has a disability if “they have a physical or mental impairment, and the impairment has a substantial and long term adverse effect on their ability to carry out normal day to day activities”

Sanitas Hub is currently researching different ways it can support employers and employees in the workplace. Would you or your company benefit from Neurodiversity training? Please send us your thoughts?

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