When it comes to diversity and inclusion priorities, neurodiversity is often lower on the list.
But what's the impact for neurodivergent people?
We decided to find out.
In a recent survey, we asked 500 neurodivergent workers about their experiences in the world of work.
We also asked 500 neurotypicals about their perception of neurodiversity in the workplace.
Discover what we found.
This includes people with Autism, ADHD, Dyscalculia, Dyslexia, Dyspraxia, Tourette syndrome, and many other neurological differences.
64% of neurodivergent workers believe their organization could be doing more to support people with a neurodiverse condition.
52% of neurotypical workers felt the same.
34% have experienced difficulty in recruitment and interview processes
56% have experienced communication barriers at work
32% have experienced lack of career progression
61% have experienced stigma in the workplace
This is what our neurodivergent respondents told us.
31% said they’d benefit from specialist software with tools to support reading, writing and research. Or more accessible communication, for example, being able to choose what format to send and receive information
24% suggested neurodiversity awareness training for colleagues, to improve understanding and reduce negative misconceptions
17% felt they’d benefit from a dedicated support network, for example a neurodiversity group or a buddy/mentor system
16% said dedicated quiet spaces would be helpful
Other suggestions included:
“Recognizing the strengths as well as the weaknesses of a neurodivergent employee is one of the most effective supports a manager can provide.”
“Be proactive in providing guidance and coaching. I had to seek that out for myself”
"Just respect us even though we may think a little differently than you.”
Neurodivergent people think in ways that are truly unique. They bring talents to the workplace that are simply unforgettable.
They’re also more likely to thrive in environments where they feel confident and can bring their whole selves to work.
But, many neurodivergent people don’t talk about their neurodiversity at work. Being made to feel different can be a worry.
44% worry it would negatively impact their career
42% are concerned their managers and colleagues would view them differently
32% don’t want to share this private information with their employers
19% are unsure of how to raise the topic
19% had a previous negative experience when sharing their neurodivergence at work
11% don’t know how to explain their condition
We must create environments where all employees feel valued, understood, and encouraged to be who they are.
When asked what makes it easier to talk about their neurodiversity…
56% said it helped that their organization advertise as being an inclusive employer
55% said because they felt trust in a particular manager of colleague
45% said because their organization openly talks about neurodiversity
“My main supervisor helps me by not making me feel different from others because of my condition.”
“I befriended someone at work who also has dyslexia. They are well-established in the company, and I go to them if I need advice or encounter a problem. We just happened to cross paths. They make work life much more manageable.”
“The owner of the business [helped me to progress most at work]. He was also dyslexic so he showed me how he coped with it.”
There's a lot we can do to make the world of work a more inclusive place for all. Often, small changes lead to big impact for neurodiversity inclusion.
At Texthelp, we create inclusive technology that helps people at work achieve more by making reading and writing easier. Our tools help organisations to communicate simply, clearly and accessibly too.
We recently teamed up with Disability:IN to explore how organizations can create a workplace where a neurodiverse workforce can thrive.
In our whitepaper, discover 13 tips that will help you to be more inclusive across the full employee lifecycle.
Get the report