Early Identification and Support: Why Timing is Everything in Managing Neurodiverse Employees

Neurodiversity (encompassing conditions like ADHD, autism spectrum disorder, and dyslexia) plays a crucial role in fostering innovation and creativity. However, recognising and supporting neurodiverse employees from the start can make the difference between a thriving team member and one who struggles unnecessarily.

The cost of unaddressed mental health issues, including neurodiverse conditions, is estimated to be around £35 billion a year in the UK, with absenteeism and lost productivity accounting for a significant portion.

As Occupational Health (OH) experts, we work closely with HR professionals to ensure that neurodiverse employees receive the support they need as early as possible.

Understanding Neurodiversity in the Workplace

Neurodiversity is a framework for understanding human brain function that recognises the diversity within sensory processing, motor abilities, social comfort, cognition, and focus as neurobiological differences. While neurodiverse individuals often bring unique perspectives and skills to the workplace, they may also face challenges that can affect their performance if not properly supported.

About 1 in 7 people in the UK – roughly 15-20% of the population – are neurodivergent, according to Cambridge University Hospital. This shows just how common neurodiversity is and why it’s so important to be aware of it in the workplace.

Interestingly, CIPD research shows that three in ten neurodivergent employees surveyed haven’t told their line manager or HR about their neurodivergence. Reasons stated included being concerned about people making assumptions based on stereotypes, they feel there’s too much stigma, concern about the possible impact on their career and worry that their organisation wouldn’t be understanding or offer support.

Sadly, many neurodiverse conditions aren’t recognised until they start causing performance issues or conflicts at work. When these needs aren’t identified early, it can lead to more stress for the employee and expensive solutions for the organisation later on. The sooner these needs are spotted, the easier it is to manage them and prevent bigger problems down the road.

The Benefits of Early Identification

Early identification of neurodiverse conditions isn’t just beneficial for the employee – it’s also a smart business strategy. When companies proactively support neurodiversity from the start, the benefits really add up.

For every £1 spent on supporting the mental health and wellbeing of their workforce, employers get (on average) about £4.70 back in increased productivity. – Deloitte

• Preventative Measures: By identifying neurodiverse conditions early on, organisations can implement tailored support strategies that prevent minor issues from becoming major obstacles. For example, something as simple as offering flexible working hours or creating a distraction-free workspace can significantly enhance productivity and job satisfaction for a neurodiverse employee.

• Employee Well-Being: Early support has a profound impact on an employee’s well-being. Neurodiverse employees who feel understood and supported are more likely to experience lower levels of stress, higher job satisfaction, and better mental health overall. A recent report by Deloitte suggests that inclusive workplaces can see up to a 30% improvement in mental health outcomes.

• Organisational Benefits: From an organisational perspective, early identification and support lead to better employee retention, reduced absenteeism, and higher overall productivity. A study by Harvard Business Review looked at companies who effectively support neurodiverse employees, noting that they saw innovation rates rise by 19%. By creating an environment where neurodiverse employees can thrive, companies not only enhance their workforce but also gain a competitive edge.

The Role of Occupational Health in Early Identification

OH professionals are uniquely positioned to play a key role in the early identification and support of neurodiverse employees.

• OH Assessments: An OH assessment can delve deeper into an employee’s challenges, identifying possible neurodiverse conditions that may not have been disclosed or recognised previously. For instance, an employee might struggle with time management or social interactions, which could be potential signs of ADHD or autism. An OH professional can identify these signs and recommend appropriate accommodations before they become significant barriers to performance.

• Collaboration with HR: Close collaboration between OH, HR and Hiring Managers is crucial in this process. While HR manages the day-to-day employee experience, OH can provide the specialised knowledge and support needed to address neurodiverse conditions effectively. This partnership ensures that support is not only provided but is tailored to meet the specific needs of each neurodiverse employee, their work tasks and their working environment.

For instance, imagine an employee struggling at work because of dyslexia. An OH assessment can assess the individual’s difficulties which can lead to helpful accommodations like speech-to-text software or extra time for certain written tasks. These simple changes not only help the employee do better but also boost the productivity of the entire team.

Practical Steps for Implementing Early Support

To make the most of early identification, organisations should consider the following practical steps:

Training and Education: HR, hiring and management teams should be trained to recognise the signs of neurodiversity and understand the importance of early intervention. This includes knowing when to involve OH professionals and how to have supportive conversations with employees.

Policy Development: Develop clear policies that promote early identification and support for neurodiverse employees. These policies should outline procedures for conducting OH assessments, where appropriate, and ensuring that accommodations are made promptly, where appropriate.

Communication Channels: Establish open communication channels between employees, HR and OH. Encourage employees to voice any challenges they’re facing, knowing that support is available. Regular check-ins can also help identify issues early.

Early identification and support of neurodiverse employees are not just compassionate practices – they’re strategic business moves. By working together, HR and OH professionals can create a workplace where neurodiverse employees feel valued, supported, and able to contribute their best. This proactive approach benefits everyone, leading to a more inclusive, innovative, and successful organisation.

If you and your team would like more information and help with neurodiversity issues in the workplace, please contact us directly on 07842 245450 or email us at admin@ohsltd.uk.