With increased diagnosis of neurodiversity in adults, employers are finding this term more readily used in the world of employment, with many employers unsure how to support and manage neurodiverse employees and with a limited understanding of what neurodiversity is.

Firstly; if this feels like you, you are not alone!As a seasoned HR professional, this is an area where I'm also constantly learning. Here's some of what I've learnt so far: 

What is neurodiversity?

Neurodiversity is a term that describes the variety of human brains and different ways our brains work. 

Is neurodiversity a mental health condition?

No, neurodiversity is considered a neurological condition, although some symptoms can lead to poor mental health.

Mental health is something that is usually affected by your environment whereas neurodiversity is something that people are born with. 

What types of neurodiversity are there?

Well, that's a huge question, but here are some of the most commonly used terms:

• Autism Spectrum Disorder (ASD): People with autism may experience the world differently, often having unique sensory perceptions, communication styles, and ways of thinking. They might excel in areas requiring focus and detailed knowledge.
  
• Attention Deficit Hyperactivity Disorder (ADHD): Individuals with ADHD may have difficulty with attention, impulsivity, and hyperactivity. They are often creative, energetic, and capable of thinking outside the box.
  
• Dyslexia: Dyslexia affects reading and language processing but doesn't reflect on intelligence. People with dyslexia often have strong problem-solving skills and can excel in fields like art, architecture, and engineering.
  
• Dyspraxia: This condition affects physical coordination. Individuals with dyspraxia might struggle with tasks requiring fine motor skills but can be very talented in other areas, such as verbal communication and creativity. 
  

Is neurodiversity a problem when it comes to employment?

Neurodiverse employees can offer talent or skills that can advantage and employer when identified and utilised.

Theres lots of positives about having a diverse team and the ideal position would be that we all accept individuals for who they are and celebrate our differences, regardless of what they are!

However, it's not uncommon for a team to experience some turbulence and strained relationships when behaviours and attitudes aren't aligned. In the majority of cases, these can be overcome and talking to the individual or team to work together to find a positive way forward is really good place to start.

If needed, there's a number of specialist organisations that can support with this too. 

What should I do if an employee tells me they've been diagnosed with a neurodiverse condition?

There's not a one size fits all approach to supporting employees with neurodiversity, but here's my recommend steps:

1. Have a conversation, explore the employee's thoughts on their neurodiversity and what they feel are the symptoms that might affect them at work.
   
2. Find out which aspects of their work (if any) they think are affected, or might be affected by their neurodiversity.
   
3. Explore what you can do to support the employee with areas that they might find challenging.
   
4. Agree how to move forward. (I'd always recommend that a review is part of this way forward.)
   

Remember that the individual may be protected by the Equality Act, so you have a duty to consider and make reasonable adjustments.

If you have any questions about this topic or would like to chat over a case the you have within your team please don't hesitate to contact me.