Welcome to VERCIDA website.

Skip to main content
Enable Recite to make this website accessible

Highlighting Neurodiversity month

Category: Neurodiversity

Highlighting Neurodiversity month

Every person has potential and we shine a light on neurodiverse employees. People with neurodivergent conditions are often more at risk of suffering from mental illnesses or poor well-being. This is often due to a lack of support, and the stress of 'masking' — acting neurotypically in order to avoid negativity. The stress and strain this causes stops neurodiverse people from performing as well as they can. At VERCIDA we support a neurodiverse workforce and we'd like to challenge stereotypes and misconceptions about neurological differences. 

Our goal is to demonstrate how neurodivergent people are viewed and supported, allowing people to recognise the various qualities and skills that come from thinking and perceiving the world in different ways.

Neurodiverse people are typically at a disadvantage with conventional recruitment and employment practices, but employers have arguably overlooked the ‘superpowers’ this group can bring to the workplace and especially in certain industries where their view of the world can be a major benefit such as (re)insurance.

 

There are a number of terms used to encompass neurodiversity. Some people are possibly seen by others as more negative in their perception, describing what people can’t do instead of showcasing their talents. 

Some people look for a ‘shortcut’ to describe their challenges in order for others to understand.

By understanding each person and their strengths and challenges, adjustments (many of which may in reality be minimal and not costly) need to be made and can result in improving efficiency for hard-working people who are viewed differently because of their neurodiverse condition. Thes adjustments can make them key members of any organisation's workforce.

There is also much debate about what terms and labels should be used to describe the neurodiverse conditions which can be a minefield for organisations to determine which one is ‘correct’. For example, is someone ‘dyslexic’ or ‘a person with dyslexia’, ‘autistic’ or ‘someone with autism’ the answers aren’t straightforward.

Getting it right or wrong can sometimes be a reason for some employers to be wary of engaging in the discussion in case they get it wrong and offend someone. The most important thing is for every organisation to support each person as an individual, job helping that person to maximise their talent. The discussion may be tricky but it needs to be had. By bringing it out in the open and asking each individual how they want to be viewed can only make things right in the long run. It’s not about the labels we give people but how we treat them that matters.

 

Here are some tips to help with the induction of people with a neurodiverse condition

  • Ask what adjustments the person may need to do their job and agree on a work plan together and review points.
  • Ask the individual for their preferred means of communication when being given work e.g. verbal, written, email.
  • Ask the employee what support they require and what kind of environments /tasks cause them a challenge. e.g. noise, sound, movement, changing settings, talking in a large group.
  • Discuss specific adjustments as this will be dependent on each individual and the job they have to do e.g. alternatives to note taking in meetings; avoidance of making presentations in front of others; the need for one base/desk to work from and no hot-desking.
  • Create a shared document that records agreed actions which can be reviewed.
  • Provide written/visual instructions on how to use equipment especially if it has health and safety implications. Some people find filming new tasks on their phones helps them to remind themselves to check again if unsure.
  • Provide the rules of the workplace or training setting. Check for understanding.
    • These should include information if required for example on clothing for different settings, times starting and finishing work; break times; etiquette for tea and coffee making; toilet breaks, and how to address different colleagues.
  • Discuss if the person needs assistance with organisational skills e.g. use of colour coding; diary reminders, setting alarms/reminders on computer/phone, and setting up filing systems.
  • Discuss with the employee any particular environmental triggers and discuss together what could be reasonable solutions, e.g. turn lights off, use ear plugs, office placement, sitting near the window.
  • Provide templates/samples of letters, proformas, reports or any form of documentation required to do a role to show what is expected, Feedback explicitly, and sensitively if there are challenges and agree on actions, record and provide this to the employee and agree to review dates.
  • Discuss the need for short and regular meetings.
  • Discuss where possible priorities for the day/week on a regular basis.
  • Discuss, where possible, expected work in advance. Clearly, discuss deadlines and review points so the person can see when and what is expected.
  • Provide a list of appropriate abbreviations, acronyms, phrases and terms that are used in the workplace.
  • Demonstrate as well as discuss new tasks and break each task down into parts to allow a  slow practice of the task to build up accuracy and speed of completion. People can learn skills if they are given the time to practice them.
  • Avoid jokes and sarcasm that may be misinterpreted.
  • Discuss the need for flexible working if this is possible e.g. arriving earlier and leaving earlier to avoid large travelling in crowds or during stressful times.

Any organisation that is seriously wanting to provide an all-inclusive culture needs to consider all individuals and following these tips should make your neurodiverse team members feel very welcome. 

Vercida logo

VERCIDA works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with VERCIDA to promote your diversity and inclusion initiatives and attract the best candidates, please email [email protected] for more information.

Learn more about this employer

VERCIDA

Inclusive features

  • Dependency (Parenting & Carers)
Human Resources VERCIDA

Thank you for registering on VERCIDA - the leading job site for companies that are passionate about diversity and inclusion.

  • Check out our client profiles to get the latest on their DE&I credentials
  • Look out for client benefits next to all our job specs
  • Sign up for job alerts to keep up to date on new roles as they come in
  • Search 1000s of roles from the biggest brands

Please proceed to the next step. If you are unable to complete the next stage of application please use the contact form HERE.

You will receive an email with link to reset your password.

Enter your new password