Neurodiversity is a relatively new way of describing the different ways we experience and interact with the world – with no one ‘right’ way of thinking, learning and behaving. This includes some of the neurological differences previously viewed as deficits or disorders, including attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), Asperger’s syndrome, Tourette syndrome, and dyslexia and other learning difficulties.  

Up to 30% of the New Zealand population may be neurodivergent, including 1 in 5 (320,000) young people who have brains wired to think, learn, perceive the world and feel differently from ‘neurotypical’ people.  

We’ve noticed a significant increase over recent years in the number of people looking for Vitae practitioners with experience working with neurodiversity or seeking an ADHD diagnosis, and from workplaces keen to support employees why are neurodivergent. 

While a diagnosis can be affirming and help explain a person’s experience, it’s just as important to consider what you can do to support and optimise your neurodiverse employee’s productivity, performance, engagement and wellbeing.  
 
Investing in neurodiversity inclusion is not only the right thing to do, it also makes good business sense. By embracing diversity & creating an inclusive workplace culture, businesses can unlock the potential of all their employees & drive innovation & growth. Making some fairly simple adjustments to the work environment to accommodate the needs of your neurodiverse employees ultimately benefits everybody.  

Be supportive and mindful of differences in communication styles, approaches to a task, and work environment needs. Learn as much as you can about these (refer to the attached resource list).

Ask about individual preferences and needs to support optimal performance. This might include: 

• A quiet low-stimulus break or work-space; adjustments to lighting, noise-cancelling headphones, minimise other distractions

• Opportunity to move around as needed -– fidget toys, extra active breaks, flexible seating, walking meetings

• Flexible approaches to office spaces, break times, tasks.  

Use a clear communication style 

• Avoid sarcasm, euphemisms, and indirect messages

• Give concise instructions for tasks (written and verbal), and break tasks down into small steps

• Be explicit about workplace/social etiquette, and don’t assume someone is deliberately breaking the rules or being rude. 

Structure and routine 

• Stick to these where possible – adjusting to change may be difficult

• Try to give advance notice if plans are changing and provide a reason for this.

Play to their strengths 

• Identify the specific skills individual staff bring and consider how you can tap into them or have new conversations as a result of thinking differently. 

Learn more: Neurodiversity coaching for managers

Know your strengths

Everyone who is neurodiverse has skills and abilities formed from years of doing things a little differently. Think about what you bring to your role and highlight your unique skills. 

Know your limits 

Recognise the things you might not do well. Ask for extra support or different ways of doing things to accommodate this. 

Learn how to regulate your emotions

Breathing, mindfulness, activity, and checking in with others. 

Disclosure 

Talk to your manager and trusted colleagues about what you need and how they can help provide a supportive environment at work.  

Learn more: Neurodiversity coaching for individuals

• ADHD New Zealand 
• Autism New Zealand 
• Dyslexia Foundation NZ 
• The Neurodiversity Hub - La Trobe University, Australia, includes Comprehensive resources for managers and those who are neurodiverse 
• Orion Kelly – That Autistic Guy seeks to break down myths and misconceptions around autism and provide solutions for both employers and people with autism. 
• Resources for ADHD Adults ADDITUDE. 
• Supporting students Fact Sheets for Staff Supporting Students with Various Disabilities 
• Thinking Differently: Neurodiversity in the Workplace  includes strategies for engaging neurodiverse employees. Hult Research 
• Tips on studying or working from home for neurodiverse young adults. 

What is neurodiversity? – Harvard Health