Building neuroinclusive environments

Everyone's brain works in different ways.

How we learn, how we process information, how we perceive the world, or our way of thinking all have a unique combination of skills and needs. The term ‘neurodiversity’ recognises the intrinsic diversity in brain function and cognition, and has enabled us to better understand those who are neurodivergent.

Whilst most people are neurotypical, here's an important message: anyone can be neurodivergent. And if you are neurodivergent, it simply means your brain perceives, understands and processes information differently to those who are neurotypical.

 Neurodivergent profiles

There are a range of profiles, including autism, dyslexia, dyspraxia, attention deficit hyperactivity disorder (ADHD), Tourette’s syndrome, dysgraphia and dyscalculia. It’s estimated that around 15-20% of the world’s population are neurodivergent but it’s important to recognise that not all neurodivergent people, even those with the same label, will think in the same way, have the same traits, or face the same challenges.

Neurodiversity in the workplace

By building a better understanding of neurodiversity, employers can foster an inclusive environment and reap the benefits of a more diverse workforce.

A 2023 study surveyed neurodivergent employees and their employers about the strengths of neurodivergent people; over 80% reported hyperfocus, 78% reported generating new ideas, 75% reported innovative thinking and 61% reported detail processing. However, the report also highlighted worryingly low levels of wellbeing for these employees. This demonstrates the importance of developing our understanding of neurodiversity and neurodivergence in the workplace, and providing reasonable adjustments for neurodivergent employees to ensure they are supported and feel able to reach their full potential.

Building neuroinclusive environments

There are a number of simple, but effective, adjustments that can be made in the workplace to build neuroinclusive environments, from flexible working and creating private spaces, to providing a spell-checker or adjusting lighting intensity. There should be a clear process for requesting adjustments and it’s of utmost importance to consult with the individual to understand what they need rather than prescribing solutions you think might work. So, some good news: there are many resources available for managers and teams to better understand what neurodiversity really is, and how to create a neuroinclusive environment in your workplace.