Tips for Managing Neurodivergent Employees

Managing a diverse team is a skill, and the thought of managing individuals with additional needs could be daunting for those without experience, but it really doesn’t have to be!

At Marmion 29% of our workforce has a formal Neurodivergent diagnosis, so we've tapped into the minds of our neurodivergent colleagues, as well as their line managers, to offer you some useful tips to provide a safe, secure, and productive workplace.

The Facts

• 15-20% of the UK population is thought to be on the neurodivergent spectrum, although this expected to be higher.
• This spectrum consists of a wide range of conditions including ADHD, ASD, Dyspraxia and many more.
• These conditions are classed as a disability under the Equality Act 2010, even if the individual doesn’t consider themselves to be disabled.
• It is a spectrum by name and nature, not everyone with a condition has all the characteristics!
• Reasonable adjustments in the workplace for employees with disabilities is a law that employers are required to abide by. More information here.

What can we do to help?

As someone who was diagnosed with ADHD later in life, for Alice, coming to terms with the label and what that means both personally and professionally was a journey. For her line manager, she imagines this was a journey too! When you add a diagnosis into the mix, as well as legal requirements, there are steps that must be taken, as well as easily implemented adjustments that can be made...

*To note, this list is entirely dependent on the individual’s needs, their condition, and their presented characteristics, so work together and see what fits!

• Allow them short periods of time away from their desk.
  • After focussing for a period of time, attention to detail, interest, and concentration can reduce. By having non-focus time, this allows our brains to refocus again.

• An “urgent meeting with the manager” without providing detail, and without prior notice is a red flag.
  • This will send their thoughts on a spiral, be sure to explain in detail what the meeting is about, an agenda of sorts, reassure them, and most of all be positive!

• Use clear, concise, and direct language. Remember, neurodivergent brains are wired differently, and some conditions include difficulty in processing information.
  • Stick to one clear question at a time.
  • Separate tasks into manageable chunks when you’re able to.

• Try to maintain their routine. A diversion from the agreed or the norm can have adverse effects on the sense of security for a neurodivergent individual, so imagine trying to drag someone away from their comfort zone with no warning.
  • If there is to be a change in routine, give the individual ample prior notice and provide sufficient detail as to why, what, where, and when.

• Playing with something or constant movement actually helps a neurodivergent individual concentrate. This is called Stimming.  So, having the ability to move freely around the office, or a standing desk can work well.
  • As someone who fidgets, for Alice, this is a life saver! Being able to move from one foot to the other, talk on the phone whilst walking around, she is able to fully concentrate on the task in hand and doesn't even notice that she's moving most of the time!

• Check-ins, not check-ups. It’s tough to know if you’re acting like a micromanager when you’re attempting to find out if your team member is happy, so checking-in in a subtle way is important.
  • Relate to them and offer your thoughts first. This could be as simple as “sometimes I find it quite loud in this office, I can’t hear myself think! What do you think?”Be conscious they may not divulge their concerns with you, and don’t be offended. There could be a number of reasons for this that aren’t personal.
  • Never do this in front of other members of staff, Rejection Sensitivity Dysmorphia (RSD) is something to be conscious of. A neurodivergent may take even the slightest negative as a catastrophe, so reassure, reassure, reassure!!

• Team Events. For Neurodivergent colleagues these could be daunting; alcohol, large noisy crowds, and unstructured time may be triggers for anxiety.
  • It’s important to be inclusive and recognise what your team may or may not enjoy. Team cooking classes, cinema trips, nature walks are all alcohol free alternatives!

Financial Support for Employers & Employees

Access to Work is a government scheme through which an individual can apply for a fully funded grant for provisions to help them in the workplace. It’s not very well known, and has an online application process to be completed by the employee, but can be up to £66,000 per person including:

• Technology; screens, dictaphones, laptops, software, headphones, etc.
• Office equipment not relating to reasonable adjustments. *more info
• Coaching; neurodivergent specific coaching for the employee.
• Training; disability awareness training for the full workforce.
• Funding for additional resource/support.
• And more!!!

The fact that you’re even reading this article means you want to do what’s best for your diverse team, and that’s a great starting point!

As always, if there’s anything you’d like further assistance with, please get in touch!