Workplace Inclusion: Hiring Neurodiverse Talent
In January this year, ACAS shared new advice for employers on how to support neurodivergent people in the workplace. This included making reasonable adjustments to remove barriers, whether that’s offering noise-cancelling headphones, adapting communication methods, or adjusting working hours, alongside providing training and reviewing internal policies. Neurodiversity isn’t just something for HR to think about - it’s now key to fair hiring, backed by the law, and closely linked to how well a business performs. Every employer should take the time to understand how neurodivergent staff can add value and help their business thrive.
As the number of people with recognised neurodivergent traits continues to grow, it’s more important than ever to understand neurodiversity and build truly inclusive workplaces. Embracing neurodiversity means acknowledging the range of differences in brain function and behavioural traits among people, including conditions such as autism, ADHD, dyslexia, and more. Supporting neurodiversity isn’t just a compliance or ethics exercise; it’s a legal necessity and strategic business move to harness an array of talent that can drive innovation and productivity.
Understanding Neurodiversity in the Workplace:
Neurodiversity refers to variations in neurological development and biological make up, including the following conditions, but not limited to:
Autism Spectrum Disorder (ASD)
Attention Deficit (Hyperactivity) Disorder (ADHD) (ADD)
Dyslexia
Dyscalculia
Dyspraxia
Dysgraphia
Tourette Syndrome
Sensory Processing Disorder
Auditory Processing Disorder
Each of these conditions comes with its own set of strengths and challenges. For example, individuals with autism might excel in tasks requiring high attention to detail, while those with ADHD may bring creativity and dynamic problem-solving skills that add real value to their role.
Why Neurodiversity Matters:
Neurodiverse workers can contribute valuable skills which can boost efficiency, safety, and teamwork across construction, FM, and industrial positions.
Here’s more reasons why hiring neurodiverse talent can benefit your business:
Enhanced Problem Solving and Innovation: Neurodiverse teams bring a variety of perspectives, which can bring more innovative thinking to solve complex problems.
Improved Employee Retention: Creating an inclusive environment can help retain employees who might otherwise feel unsupported or unrecognised.
Increased Productivity: Leveraging the unique strengths of neurodiverse individuals can lead to higher productivity and efficiency.
Better Workplace Culture: Inclusivity can foster a more positive and supportive workplace, enhancing overall job satisfaction and morale.
Practical Steps to Create a More Inclusive Workplace:
To support neurodiverse employees effectively, employers should consider the following strategies:
Flexible Work Environments: Where possible, offer hybrid positions, create adaptable workspaces and schedules to accommodate different sensory and cognitive needs.
Inclusive Hiring Practices: Create recruitment journeys that recognise and value neurodiverse candidates, which could include alternative interview methods, like project-based tasks instead of a standard, formal interview.
Training and Awareness: Ensure all staff - and managers - undergo mandatory training on neurodiversity to help them recognise ways to build a supportive workplace for everyone.
Supportive Policies: Implement policies that provide helpful solutions, such as noise-cancelling headphones, quiet workspaces, and additional time for task completion.
Mentorship and Support Networks: Establish mentorship programmes and support networks to help neurodiverse employees grow in their roles effectively.
Leading organisations and experts are clear: neuro-inclusion isn’t just good ethics, it can be good for business. The Chartered Institute of Personnel and Development (CIPD) highlights the importance of tailored recruitment practices, appropriate workplace adjustments, and continuous learning to build truly inclusive environments where everyone can thrive.
At Thorn Baker, we’re committed to inclusive hiring, and supporting and empowering neurodiverse people, both within our own teams and across the construction, industrial and facilities management sectors. Our teams are encouraged to recognise all different types of thinking, placing value on how individual strengths can be matched to the right roles across clients and projects. We make sure people are placed where they’ll work best, maximising their potential while delivering real results for our clients.
Need advice on your recruitment strategy? Contact our teams today - www.thornbaker.co.uk/contact-us