Neurodivergence in the workplace
Helping different minds thrive in the workplace
Neurodivergence
How do you create a workplace where everyone feels seen, heard and included? Minds work in different ways, and this diversity is something to embrace – because focusing on inclusion pays off, both from a human and a business perspective.
You can learn more about:
- what neurodivergence is
- why it matters for your business
- strenghts and key considerations in employees with neurodivergence
- practical tools and advice to support wellbeing, performance and the bottom line
- how other organisations work actively with neurodivergence
Diversity of the mind
Neurodiversity may sound complex, but it doesn't have to be. In fact, it simply means that people’s minds work in different ways. We perceive, think and process information differently, and we each have our own cognitive strengths, preferences and challenges. Some people process information and sensory input differently from the majority.
It’s estimated that 10-20% of the total workforce have a so-called unique neuroprofile – in other words, they are neurodivergent. With increasing diagnosis rates, particularly among younger people, creating an inclusive working environment is a leadership discipline that deserves your organisation’s attention.
The good news is that when frameworks and expectations are made clear, wellbeing and performance improve for all employees. After all, who doesn’t perform best when expectations are clear and they feel seen, heard and understood?
Three of the most common forms of neurodivergence
ADHD and ADD
Characterised by attention-related difficulties. While ADHD typically involves inattention, hyperactivity and impulsivity, ADD is associated with more inward-facing symptoms such as concentration difficulties, daydreaming and a feeling of inner restlessness. Employees with AD(H)D often bring strong creative skills, a visionary mindset and a high level of initiative. They're often effective at turning ideas into action, thinking strategically and making a valuable contribution to productivity.
Autism spectrum conditions (ASC)
Often characterised by challenges related to social interaction and communication, as well as a tendency towards repetitive behaviors and specific – often highly focused – interests or ways of acting.
Common strengths among employees with ASC include an exceptional ability to concentrate deeply (hyperfocus), strong attention to detail, honesty, loyalty and the ability to think logically or creatively.Dyslexia
Involves difficulties with reading and writing, particularly under time pressure. Many employees with dyslexia, however, have strong skills in problem-solving, creative thinking and verbal communication.
Turn difference into a strength – and a competitive advantage
In a time of intense competition for talent and increasing complexity in job roles, the ability to attract and retain skilled professionals is more important than ever. There is significant untapped potential among people who think differently from the majority, and the ability to recruit employees with unique neuroprofiles therefore plays a crucial role.
At Velliv, we recommend that you consider what you want to prioritise as an employer. This may include strengthening the attachment and retention of employees with neurodivergence in your organisation by creating frameworks and ways of working that allow for different needs. Adaptions that, in reality, benefit everyone.
You may also want to build a culture and sense of community for all employees, supported by a healthy working environment that recognises that people are different and may therefore have different needs for consideration or adjustment.
Finally, you may strive to be an inclusive workplace that can accommodate diversity and, as a result, actively seeks to recruit employees, for example those with neurodivergence.
Understanding neurodivergence in the workplace
How can both leaders and employees foster inclusion, prevent stress and boost motivation among colleagues with ADHD, ADD, ASC and other neurodivergent profiles? Watch this health partner webinar, where one of our strategic health consultants is joined by expert guests to explore the topic – and much more.
How to create a brain-friendly workplace
Communication is one of the most important tools when it comes to creating an open and inclusive workplace and supporting employees with neurodivergence.
Putting yourself in someone else’s place and adapting your communication accordingly often comes easily for neurotypicals. With a neurodivergent profile however, this can be more challenging. There may not always be the same flexibility in thinking and communication, and for many it requires extra energy to interpret unspoken expectations, hints and read between the lines.
That's why, as a leader, it's important to make an effort to:
- be curious and ask questions rather than making assumptions.
- be clear and specific when describing tasks and expectations.
- be well-prepared and consider how to best communicate a particular task to a particular employee.
More brain-friendly advice
You can learn more about how to create an open-minded and inclusive workplace in the guide for leaders below – a practical handbook developed in collaboration with experts (currently in Danish only).
We also recommend 'De 10 H'er' ('The 10 H's') – a conversation tool that helps clarify the frameworks and expectations around a task, thereby supporting the indivudual employee (in Danish only).
6 key considerations for employees with neurodivergence
From a leadership and organisational perspective, it makes good sense to focus on areas that employees with neurodivergence often find challenging. Not least because what is necessary for a few often benefits the many.
- Set realistic and clear expectations for the employee's tasks and responsibility.
- Identify strengths and challenges together. Help nurture strengths and offer support by addressing challenges and areas that are difficult.
- Build trusting relationships. Confidentiality and psychological safety make it easier for employees to open up – and for colleagues to understand reactions and patterns of behavior. Strong relationships are more easily built when people spend time together, so be mindful of the balance between remote work and physical presence.
- Ensure structure and predictability. Be clear about tasks and processes, and be transparent to avoid doubt and uncertainty.
- Provide calm and shielding from distractions – for example through flexible meeting formats or the option to work from home – which can be crucial for focus and wellbeing. At the same time, some employees benefit from fixed routines and structures at the office, such as a permanent desk in an open-plan workplace with free seating. What matters most is flexibility and the option of individual accommodations.
- Check in regularly – and stay curious about what drains and recharges the employee´s "battery". Employees with neurodivergence may find it harder to notice physical signals (hunger, thirst and fatigue) before their energy is suddenly depleted.
Want to dive even further into the world of neurodiversity?
In collaboration with a.o. Danish companies, Velliv Foreningen has established the project "Alle hjerner i spil" (All minds in play), which focuses on improving the wellbeing of those minds who work differently from the majority. On Velliv Foreningen's page "Neurodivergente på arbejde" (Neurodivergents at work), you can find a wide range of related tools and inspiration in Danish.
Do you need guidance on wellbeing and health?
Corporate health teamIf your company could benefit from professional advice or support regarding employee wellbeing, please reach out to our