We were delighted to have Dr Susie Phillips-Baker, Chief Psychologist at neurodiversity specialists Lexxic, come to The Manor recently to talk to us about the value and benefits of building a neuro-inclusive environment within your organisation.
Here are our key takeaways from the session:
Core themes
Susie began the session by defining some key terms when it comes to neurodiversity and explaining their importance:
Neurodiversity refers to the natural variation in how people’s brains process information.
Neurodivergent individuals think differently from the neurotypical majority.
Neuro-inclusion means recognising and respecting these differences, just like other human variations.
She explained how neurodivergent individuals can bring strengths to an organisation, such as enhanced innovation and creativity, superior problem-solving and analytical skills, as well as exceptional attention to detail, and the ability to hyperfocus on tasks.
Key stats
Some key stats around neurodiversity shared included:
1 in 7 people in the UK are neurodivergent; by not making your organisation neuro-inclusive, you are ignoring nearly 15% off the population.
Only 31% of neurodivergent individuals are in employment, highlighting the current disparity and work that needs to be done to provide better working environments that cater for the neurodiverse.
Research also suggests that apprentices with learning differences have lower retention (63%) and achievement rates (61.7%) compared to neurotypical individuals, suggesting that more needs to be done in terms of offering support for these individuals.
Neuro-inclusive Organisations
By embracing neurodiversity, organisations can access a broader talent pool and foster a more inclusive, high-performing, and productive work environment. Susie recommended the following steps to try and make your organisation more neuro-inclusive.
Value neuro-differences, recognise the strengths that they can offer, and remove any barriers to equal outcomes they may exist.
Leaders and managers play a key role in fostering psychological safety and inclusion and have a duty to give this adequate time and attention.
Ensure that learning modules have fully inclusive design, including clear navigation and reduced cognitive load where possible.
Focus on an individual’s strengths and past successful strategies.
The benefits of these for individuals include improved confidence and mental health, as well as increased engagement.
Legal & Practical Support
It is important to also note the following:
Many neurodivergent individuals qualify for reasonable adjustments under the Equality Act (2010).
Adjustments requests don’t require a diagnosis and should be tailored, proactive, and regularly reviewed by the organisation.
Examples of adjustments include:
Flexible/home working
Noise-cancelling headphones
Assistive technology, such as screen readers
Additional coaching and wellbeing support
What You Can Do
Susie shared some practical tips on what you can do to make your organisation more neuro-inclusive:
As a Manager/Leader:
Offer mentoring, flexible arrangements, and promote neurodivergent voices.
Focus on what needs to be done, not how, and work together towards a solution.
As an Employee:
Set SMART goals, seek development opportunities, and build a support network.
Practice positive self-reflection and focus on controllables and the measures you can put in place.
Start the conversation
If you’re looking to make your organisation more neuro-inclusive, get in touch today.