Survey Reveals Recruitment and Support Gaps for Neurodivergent Employees

A recent survey by an inclusion consultancy has shed light on the significant challenges faced by neurodivergent employees in the United Kingdom. The survey included responses from 601 neurodivergent employees and covered topics such as recruitment processes, support systems and the overall workplace environment.  

Findings and Commentary 

Concerning statistics were revealed by the survey and there is a clear and significant gap between workplace inclusion policies and the day-to-day working experience of neurodivergent employees.  The survey highlighted that only 29% of neurodivergent employees felt their workplace was inclusive. This statistic emphasises the need for organisations to not only implement inclusive policies but also ensure these policies are effectively communicated and practiced. 

• Firstly 48% of respondents felt that recruitment processes are unfair. Unfair recruitment processes often stem from a lack of understanding or awareness about neurodiversity among hiring managers, leading to biased assessments and the unfortunate exclusion of talented individuals.  

• Secondly, 40% did not receive the necessary adjustments to perform their roles effectively. The absence of necessary and reasonable adjustments in the workplace further exacerbates the challenges faced by neurodivergent employees, impacting their productivity and job satisfaction.  

• Thirdly, 45% were unaware that neurodivergence legally qualifies as a disability. This lack of awareness impacts employees' confidence in seeking necessary support.  

• Finally, the survey also showed that only 36% felt comfortable requesting support or adjustments. The discomfort is unfortunately often rooted in a fear of stigma or negative repercussions.  

Recommendations for Employers and Employees 

For Employers: 

1. Educate managers and HR professionals about neurodiversity to foster a more inclusive recruitment process.  

2. Regularly review and update recruitment and workplace processes to ensure they are fair and inclusive.  

3. Create an environment where neurodivergent employees feel safe to request adjustments.  

4. Increase awareness about the legal rights of neurodivergent employees and the importance of accommodations.  

For Employees: 

1. Understand your rights and feel empowered to request necessary adjustments and support.  

2. Stay informed about the legal protections and accommodations available to you as a neurodivergent employee.  

3. Openly communicate your needs to your employer to help create a more supportive work environment.  

Conclusion 

Although progress has been made there is still much room for improvement. The report recommends management training, process reviews and building psychological safety to commit to a positive change. 

The challenges faced by neurodivergent employees can lead to increased stress, lower job satisfaction and higher turnover rates. For the workplace, this translates to a loss of diverse talent and lower overall productivity. 35% of respondents reported experiencing discrimination or bias due to their neurodivergence, underscoring the importance of fostering a culture of understanding and respect, where neurodivergent employees feel valued and supported. 

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For more information or to contact our employment law team at Magara Law, call 01869 325 883 or email roy@magaralaw.co.uk.