"While there’s still some way to go, it’s positive to see that there’s an appetite from employers and employees to increase their knowledge of neurodivergent conditions."
- Dr Subashini M, Medical Director at Aviva
Neurotypical describes individuals whose brain functions, ways of processing information, and behaviours are considered standard. Neurodiversity includes people with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), Tourette’s syndrome, dyslexia, and dyspraxia, amongst other conditions. The Brain Charity estimates that roughly one in five people in the UK have a condition that separates them from the ‘norm’.
Aviva’s latest ‘Working Lives’ research reports over three in five (64%) employers surveyed would be very or somewhat confident supporting neurodivergent staff. 43% said they’d increased the support they provide for neurodivergent employees over the past three years, with a particular focus on improving communication between employees and their line manager.
Furthermore, 33% of the employers who’d increased support provisions now hold regular meetings with neurodivergent staff to discuss & agree on workplace adjustments. 29% document these discussions and regularly review the effectiveness of any adjustments made – since individual’s needs may change over time.
A third (33%) of employers have introduced employee support groups and one in five (21%) now offer a buddy or mentor to neurodivergent employees. Notably, 28% have introduced support from specialist organisations through employee benefits such as Private Medical Insurance (PMI) and Group Income Protection (GIP). A similar number (27%) have introduced employee training sessions whilst 21% now offer line manager training.
Aviva believes this increased focus on education and awareness is a positive move, especially as over half of the employers (53%) surveyed agreed that they want to support neurodivergent employees, but they’re scared that they’d say the ‘wrong thing’.
Unfortunately, Aviva’s research revealed that some organisations still need to nurture a culture that supports their neurodivergent community. 65% of employers surveyed agreed that more awareness is needed to support neurodivergent staff in the workplace, and 61% of employees shared this opinion.
Worryingly, nearly a fifth (18%) of employers – and a similar number of employees (17%) – said that there’s still a stigma associated with neurodivergence. 19% of employers said people are afraid to tell colleagues that they’re neurodivergent.
“While there’s still some way to go, it’s positive to see that there’s an appetite from employers and employees to increase their knowledge of neurodivergent conditions. This is a trend we’re also seeing through impressive engagement with the support Aviva offers through its GIP and PMI policies,” explained Dr Subashini M, Medical Director at Aviva.
“Everyone is different, with their unique traits and needs. So, it’s reassuring to see that employers are having regular conversations with their employees. By understanding individual circumstances and expectations, employers and employees can work together to tailor support and introduce adjustments to help neurodivergent individuals flourish at work,” she concluded.
