Did you know that 15-20% of employees worldwide are neurodiverse? Despite this, many still face significant challenges in workplaces that aren’t designed with their needs in mind.
“People aren’t well-informed about neurodivergence,” says neuroscientist-turned-executive-coach, Vida Skreb. “Most people aren’t educated on the topic. They need the right support and tools to help them understand it better.”
Drawing on her scientific expertise and personal experience as a neurodivergent person, Vida coaches companies on building environments where neurodivergent employees can truly thrive.
In this Q&A, she shares practical insights into how businesses can create inclusive workplaces where everyone can do their best work and enjoy the benefits of a more diverse, engaged team.
How would you describe neurodivergence in simple terms?
Neurodivergence is just a natural variation in how human brains are built, and it’s genetic. It’s not a problem or disorder, it’s a different way of processing the world. The key thing to understand is that neurodivergent individuals often have ‘spiky profiles’, meaning they excel in certain areas but may find others more challenging. For example, someone might have extraordinary creative thinking but struggle with starting tasks.
What challenges do neurodivergent people face in the workplace?
Around 15-20% of people are neurodivergent, so while it’s a large group, it’s still a minority. That means the world – including workplaces – isn’t typically designed with them in mind.
Neurodivergent individuals often have to adapt constantly, which can be exhausting. It’s a bit like living in a foreign country, speaking a foreign language, all of the time. This ‘masking’ process can lead to feelings of shame, misunderstanding, and burnout.
Can you share an example of a situation where you have faced challenges in the workplace as a neurodivergent person?
Hot desking was very difficult for me. I was completely disoriented. The noise, people passing by, and not knowing where my things were made it hard to focus and work. I ended up secretly going home to do the work, and then coming back for client meetings. I was lucky to live close enough to make that possible. But I didn’t feel comfortable admitting that I couldn’t work in a hot desking situation. The embarrassment of saying that was huge. This shows how some things that may seem easy for others can be incredibly difficult for neurodiverse people.
What are some simple adjustments workplaces can make to support neurodivergent employees?
Adjusting for neurodivergence doesn’t need to be expensive or complicated. Quite often, it’s minor things that need to be a little bit different to make life much easier, such as:
- Provide noise-cancelling headsets and quieter workspaces for those with sensitivity to sound
- Avoid harsh fluorescent lighting or create areas with adjustable lighting for those sensitive to light
- Encourage open communication. People must feel safe enough to share their needs without fear of judgment. Once that communication is open, you can make tailored adjustments that don’t require significant effort or resources.
How can coaching help neurodivergent individuals and their teams?
Coaching is helpful on two levels:
- It helps neurodivergent individuals develop self-awareness and self-acceptance, reducing the shame they might feel from being misunderstood or judged.
- It provides practical strategies to harness their strengths while managing challenges. This might include using specific apps, adjusting workflows, or finding ways to work that align better with their natural preferences.
How can leaders create a culture that supports neurodivergent employees?
It all starts with understanding and acceptance. A workplace culture that encourages open communication, curiosity, and non-judgment is essential. The goal isn’t to focus on labels but to understand how individuals work best.
Ask individuals about their needs, trust their responses, and don’t assume difficulties are exaggerated. Neurodivergence doesn’t always look like what we expect. Once leaders embrace this, they can unlock the full potential of their neurodivergent team members, leveraging their creativity, innovation, and unique strengths to benefit everyone.
Many companies still hesitate to hire neurodivergent individuals. What would you say to them?
There’s a reason we’re all a little bit different, each of us has something unique to contribute to the whole. Everyone brings a different perspective and strength. If leaders can leverage those strengths and build good communication, rather than trying to make everyone fit in and conform, there’s a huge benefit for both the organisation and its culture.
How can companies make the recruitment process more inclusive for neurodivergent candidates?
I think it’s about running the whole process through the lens of neurodivergence. Things that help include:
- Using clear, direct language,
- Setting clear role expectations
- Highlighting that the workplace is welcoming and open to discussing neurodivergence, even though many people may choose not to disclose it.
When it comes to interviews, not everyone has the skill set to perform well in them. The same goes for tests. Consider practical assessments or work assignments instead to see if the person can actually do the job. This way, you’re focusing on their ability to perform the role, rather than how they might present in an interview or test.
Does remote working make things harder for neurodivergent people?
The answer is yes and no. For many neurodivergent people, flexible working is beneficial because it allows them to adjust their environment, social needs, and tasks, helping them do a great job with that little bit of freedom. However, some people really need the buzz of the office, the connection, communication, and the ability to ask for help and build relationships. So, it’s all about figuring out what works for each person and navigating the workplace to optimise for it.
The start of a new year is a great time to motivate and energise teams. Any tips for doing this effectively?
Absolutely, what’s often overlooked is not leveraging strengths. Generally, we’re used to looking for what’s not working instead of strengthening what is working.
So I think in motivating others, there’s something in really picking up on what they are great at, what they are interested in, and honing those skills.
Any final thoughts for companies and leaders wanting to create a more inclusive workplace?
Adjusting for neurodivergence doesn’t have to be complicated or expensive. Often, it’s about small changes and creating an environment where everyone feels safe to be themselves.
When you prioritise understanding, communication, and flexibility, the benefits – for individuals and the organisation – are immense.
Our experienced trainers and coaches can help neurodiverse people flourish in your organisation. Get in touch to find out how.