Supporting neurodiversity in the workplace – Bossing It

A neuroinclusive environment can give staff the support they need to succeed, improve wellbeing and productivity, and put important company values into practice. We asked our expert alumni for their advice on how to empower and be an ally for neurodiverse colleagues in your workplace.  

Jennifer Griffiths (BA 2001)

Jennifer is the founder of ThinkDIF, a coaching and consultancy service supporting organisations to become more neuroinclusive. Prior to this, she worked in the technology sector as an award-winning senior HR professional. Jennifer is passionate about giving employees the right support and environment so they can be at their best. She works with adults who have been diagnosed with various neurodivergent conditions, as well as within organisations to educate teams about neurodiversity.

Create a safe space for accessing support 

A high percentage of employees choose not to tell their employer about a neurodivergent diagnosis. This could be because they’re not aware they can access accommodations to get them to a more equitable level with their peers, they may have had a previous poor experience, or they may be afraid it will harm their career prospects. 

To encourage employees to get the support they need, educate the whole company on neurodivergence. Train and engage your managers and HR teams, publish information on reasonable adjustments, and have a policy which ensures your employees feel it’s safe to talk to you.  

Build understanding and acceptance within your team 

A neuroinclusive team recognises the strengths every individual can bring to the workplace, based on the way their brain processes information and how they experience the world. They welcome and celebrate different ways of thinking, and everyone is accepted and supported for their diversity of thought. 

Create a space where the team can discuss everyone’s strengths and working preferences, to better accommodate one another and improve collaboration. When teams do this effectively, they perform better and boost results for your business.  

Andrei Hodorog (BSc 2017, PhD 2024)

Andrei is a Research Associate at Cardiff University’s School of Engineering and an advocate for neurodivergent individuals. His research is not just about innovation but also about making a difference – his expertise lies in social media analysis, user experience design, and smart building technologies. Andrei leads several charitable projects such as AboutADHD.com, the About ADHD YouTube channel, and About ADHD Romania, which aim to provide support and raise awareness about ADHD. He is also the official Romanian translator for the World Federation of ADHD International Consensus Statement.

Run inclusive meetings 

As a manager, you can ensure meetings accommodate diverse needs by adopting a number of strategies. You could provide agendas in advance, allow for written contributions, and use visual aids to ensure clear communication. You could also offer breaks during meetings to prevent sensory overload. For those who find group settings challenging, consider alternative formats such as one-on-one discussions, audio-only calls, or written exchanges. 

Appreciate your colleagues’ strengths  

Our neurodivergent colleagues bring unique strengths to our team. Their diverse perspectives and exceptional abilities, such as attention to detail, creative problem-solving, and extraordinary memory, are a significant asset. By recognising and appreciating these strengths, we can inspire them to reach their full potential and contribute even more to our collective success.  

Encourage mentorship and peer support to enhance your colleagues’ contributions and growth. By scheduling regular check-ins and encouraging feedback, you can improve the support you provide on a continual basis.  

Laura Connor (PGCE 2016)

Laura is a qualified teacher, certified coach, and advocate for mental health and neurodiversity. At The Neurodiversity Fairy, she offers a range of services including diversity and inclusion training, 1:1 coaching, and online courses, all with the aim of fostering a more supportive and understanding community. Laura also offers resources and tips on neurodiversity via social media, and her content has generated over one million views to date.  

Talk to us 

The notion that ‘our brains work differently’ can create barriers, as if we are a different species. I prefer to view it as a horse/zebra alliance – while we have our differences, we are quite similar at the core. To understand our unique needs, you must talk to us. Conversations rooted in love, compassion, and curiosity are usually well-received!  

It’s worth noting that many neurodiverse individuals communicate straightforwardly. This doesn’t mean we lack extensive vocabulary or the ability to use metaphors, but rather that we don’t embed hidden meanings in our speech – so consider being direct and clear. 

Support sensory needs 

Neurodiverse individuals can process sensory information uniquely, making environments such as offices, shops, and other bustling spaces extremely overwhelming. To illustrate, imagine having the flu; your head throbs, your skin aches to the point where even a duvet feels abrasive, and the sunlight seems blindingly bright.  

That’s akin to the sensation of overstimulation for someone neurodiverse. Understanding this perspective may clarify why the glare of strip lighting, the hum of computers, and the barrage of loud noises can be distressing for us. 

Nathan Thomas (PgDip 2010)

Nathan is the Creative Director of social enterprise Neuro Expression, which aims to make the creative sectors more neurodiverse and disability friendly. Neuro Expression helps organisations to make reasonable adjustments, design accessible spaces and materials, and create inclusive opportunities for people of all abilities to engage with the arts. Nathan is a Trainer and Speaker on neurodivergence, has a background in social work and visual artistry, and uses his lived experience to help others thrive in work and education.

Look into Access to Work 

Whether you’re neurodivergent yourself or looking to support your colleagues, make it a priority to find out about Access to Work – a government programme which supports disabled people to take up or remain in work. They may potentially have financial resources to help remove barriers at your workplace.

For example, the programme may provide specialist equipment or a job coach. They may cover costs of travelling to work if you cannot use public transport, fund adaptations to your vehicle to get to work, and make physical changes to your workplace. They can even provide support if you’re a budding entrepreneur too. 

The Cardiff University community are a helpful bunch, here to help you get ahead in your chosen career. Our Bossing It series brings together advice from alumni contributors in various fields – tap into their collective wisdom and browse through top tips on a wide range of topics.