Diversity, equity and inclusion (DE&I) is one of the biggest talking points on the corporate agenda in 2023. And often when discussing DE&I in the workplace, the mind might jump straight to how employers are supporting employees of various ethnicities, genders or sexual orientations.

Of course, most will be aware that it’s much more varied than that, and employers are creating DE&I initiatives to build a workplace where all their people, no matter their background, can thrive. One area that has seen increased attention in recent years is neurodiversity – supporting people with neurological conditions that might mean they think or act differently to what might be considered ‘typical’.

Often, when people talk about the subject of neurodiversity, they’re referring to people with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD) or dyslexia, but it also includes speech disorders, dysgraphia, dyspraxia, dyscalculia, dysnomia, intellectual disability and Tourette syndrome.¹

While the number of people around the world with neurodivergent conditions varies depending on which sources you read, a common estimate is that around 15-20% of the world’s population exhibits some form of neurodivergence.³

Despite the fact that so many people are neurodivergent, the typical workplace hasn’t always been setup to help those who think differently to thrive.

According to the Autistic Society...

Whatever the barriers – unconscious bias in hiring processes, unsuitable workplaces or policies, discrimination, etc – neurodivergent people “may be one of the largest underrepresented groups in the workplace” according to the Korn Ferry Institute.⁵

Given the potential for innovation, productivity gains and unique skills, building an organisation where neurodivergent people can excel is not just a ‘nice to have’ or ‘the right thing to do’, there’s huge businesses potential, too.

But how can organisations support neurodivergent employees and build a workplace that truly helps them? Here are some ideas.

But which benefits in particular could you look at?

Of course, traditional employee benefits like life, accident, disability and medical insurance are still valuable for neurodiverse employees. One important consideration for multinationals here is around exclusions.

Often individual medical, life and disability insurance policies will have exclusions around pre-existing conditions, meaning that neurodivergent people might not be eligible to purchase their own policies outside of the workplace, making them even more reliant on their employer-provided insurance benefits. Employers can help and should consider reviewing the terms and conditions, and exclusions, in their group policies to ensure that all of their people have access to the care and support that these benefits provide.⁷

Paul Lewis continued “Lots of our clients, in particular those with a captive writing EB business, are looking at how they can remove exclusions for pre-existing conditions so they can ensure that their neurodivergent people have benefits that support their specific needs.”

There’s also other workplace benefits that multinationals should review too. Many will already offer an employee assistance programme (EAP) or financial wellness benefits, but are the providers specialists at working with neurodivergent employees? Do they offer multiple ways of accessing their services (telephone, video call, app etc) so people can contact specialists in a way that suits them? It could be beneficial for employers to review all their benefits providers and check that they’re set up to provide a great service for neurodivergent employees.

As well as the specific benefits themselves, it could also be beneficial to review how you’re communicating your benefits plans. Are they easy to understand? Is important information buried in the small print?

Everyone learns in different ways, whether neurodivergent or neurotypical, so having all your employee benefits information in an accessible place, with all the important information laid out clearly, in multiple formats, could be important for helping engagement with your benefits plan. Here’s what Planning Across the Spectrum, a specialist financial planning service for neurodivergent people, suggests.

• Make sure your plan documents are clear, concise, and easy to read.
• If possible, include the “why” in the documents. A short list of what each type of benefit is, how it works, and why it is important will be helpful in giving your employee as much information and room to plan as possible.
• Make sure to include a distinct and clear timeline as to when each piece of information is due, when each piece of the plan will go into effect, and when, and if, things will change over time.⁸

Another area worth investing time and effort in for multinationals is raising awareness. Holding workshops, participating in awareness weeks, and talking openly about neurodiversity in the workplace can help to build understanding and empathy.

This is particularly important for HR professionals and hiring managers, who are instrumental in creating a neurodiverse workforce. If HR teams are aware of neurological differences, they can ensure that candidates are given the chance to shine at interview stage. Willis Towers Watson suggests a few ideas to remove recruitment barriers.

• Adapting job adverts to appeal to neurodivergent applicants.
• Sending out descriptions of the interview process so candidates know what to expect, helping autistic candidates feel more at ease.
• ‘Gamifying’ the process so applicants can demonstrate their skills with a more hands-on task, rather than talking through a problem.
• See talent differently by not just focusing on generic competencies.⁴

Offering flexible ways of working is another good way to help your workforce thrive. The COVID-19 pandemic highlighted that we all have different preferences when it comes to how we work best.  Whether it’s having access to an office, working from home, or a mix of both, people have appreciated flexibility in their work lives and can make it work according to their needs.

Being flexible could help your neurodivergent people, too. You could provide:

• a working environment with minimal distractions
• a professional assessment if one does not already exist
• specialist training for the individual, if needed
• options for flexible working, such as reduced hours or working from home
• clear and concise written and verbal communication
• structured routines
• appropriate software, such as speech recognition (also known as assistive technology)
• adjustments to reduce the chances of overworking leading to stress and burn-out
• short breaks for 10 – 15 minutes throughout the day.⁸

^{[1] Anon, My Disability Jobs https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/#neurodiversity-in-the-workplace  (Sourced April 2023)
[2] Anon, The Brain Charity https://www.thebraincharity.org.uk/neurodivergent-neurodiversity-neurotypical-explained/ (Sourced April 2023)
[3] Anon, National Cancer Institute https://dceg.cancer.gov/about/diversity-inclusion/inclusivity-minute/2022/neurodiversity#:~:text=Neurodiversity%20describes%20the%20variation%20in,exhibits%20some%20form%20of%20neurodivergence (Sourced April 2023)
[4] Anon, Willis Towers Watson https://www.wtw-healthandbenefits.co.uk/hr-resources/advice-and-top-tips/how-to-boost-competitiveness-by-creating-a-neuro-diverse-workplace (Sourced April 2023)
[5] Anon, Korn Ferry https://www.kornferry.com/insights/featured-topics/diversity-equity-inclusion/neurodiversity-in-the-workplace-an-untapped-superpower (Sourced April 2023)
[6] Connie Donnelly, Benefits Pro https://www.benefitspro.com/2020/07/22/what-employers-need-to-know-about-neurodiversity-benefits/(Sourced April 2023)
[7] Anon, Planning Across the Spectrum https://planningacrossthespectrum.com/blog/benefit-planning-for-neurodiverse/ (Sourced April 2023)
[8] April Slocombe, Exceptional Individuals https://exceptionalindividuals.com/about-us/blog/raising-neurodiversity-awareness-at-work/ (Sourced April 2023)}

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