21/03/2025
By Katie-Marie Lynch MIEP (Glitter in the Grey), Neurodiversity Employability Specialist
With over eight years of experience helping individuals overcome barriers to meaningful employment, Katie-Marie Lynch MIEP shares her insights to celebrate neurodiversity. She recently completed the IEP Award in Employability Essentials (EE) program including the Understanding Neurodiversity (UN) module, created in partnership with neurodiversity experts Genius Within CIC. EE and UN are free for all IEP Members – enquire here.
Happy National Neurodiversity Celebration Week! As someone who’s had the privilege of years working with talent across different cognitive profiles, I’m excited to share some insights on what neurodiversity really means and why celebrating our differences can make all workplaces not just more innovative, but also more productive and a lot happier.
Quite often, many people assume that neurodiversity isn’t relevant to them. When I talk about neurodiversity, I’m referring to the natural range of differences in our brains that is our thinking, learning, and processing styles, the things that make us human. In that, we may not all be neurodivergent, but we are all neurodiverse in how we think, feel and interpret the world. This isn’t just about being ‘different’ in a casual sense; it’s about recognising that these variations – whether it’s ADHD, autism, dyslexia, OCD, dyspraxia or other cognitive profiles – can contribute to a rich collective of thought and new ways of thinking. When we do not listen to these voices, we are left with a large gap in potential.
Researchers like Judy Singer, who first coined the term ‘neurodiversity’, remind us even that variation in neurotypes is an inherent part of humanity, much like biodiversity is for nature (Singer, 1999).
In the UK, the challenges for neurodivergent individuals in the workplace are well documented. For example, research from the National Autistic Society shows that only about 16% of autistic adults are in full-time employment, with many working in roles that don’t fully match their skills (National Autistic Society, 2016). More broadly, UK Government statistics indicate that the employment rate for disabled people hovers around 53%, compared to 80% for non-disabled people (UK Government, 2019). These figures are not just numbers, they represent missed opportunities for innovation and growth and as we all know, a negative impact on the wellbeing of these individuals, who do want to work and are not given access to this right. Not because they are neurodivergent, but because workplaces do not have the appropriate support in place.
A recent report from the Centre for Economic Performance (CEP) at the London School of Economics highlights that underutilising neurodivergent talent has significant economic consequences. The report underscores that when companies embrace inclusive hiring practices, they unlock not only the creative strengths such as enhanced pattern recognition and out-of-the-box problem-solving but also substantial productivity gains that benefit the whole economy (Centre for Economic Performance, 2021). In essence, the cost of not tapping into this talent pool is far higher than we might think. This is something that we should be thinking about not just during Neurodiversity Celebration Week, but always, if we are to future-proof workplaces for the real world. While economic benefits are compelling, it’s also essential to remember that every neurodivergent person is worthy of support and opportunity simply by being who they are, regardless of whether they have so-called “superpowers.”
So, now we know why it matters, how can we all be better allies in the workplace? Here are three simple, practical tips that can make a big difference:
- Embrace Communication Differences
Not everyone processes information in the same way. Some colleagues might prefer written instructions while others excel in face-to-face interactions. Take the time to ask every colleague without judgement, “How can I best communicate with you?” This small gesture goes a long way toward creating an environment where every voice is heard. The same logic applies to virtual meeting etiquette, not everybody can work at their best potential in the same way. Offering flexible options allows for more input. - Normalise Workplace Adjustments
Adjustments aren’t about giving someone an unfair advantage, they’re about levelling the playing field, and what workplace wouldn’t thrive where everyone can work at their best? Whether it’s providing noise-cancelling headphones, flexible work hours, or a quiet space for focused work, these accommodations can be a game changer. In fact, companies that actively support neurodiversity report higher levels of innovation and employee satisfaction. Adjustments that benefit people with neurominority conditions, will more often than not, benefit neurotypical people too. We all need accommodations sometimes, and they don’t have to cost the world. - Challenge Stigma and Assumptions
With some unfortunate historical views and misrepresentation in the media, stereotypes about neurodiversity can be pervasive. It’s important to educate yourself and your team about what neurodiversity truly means. Simple steps like sharing research articles, hosting inclusive workshops, or discussing personal experiences can help dispel any ingrained and unhelpful myths. Remember, neurodivergent traits are not deficits, they’re simply different ways of thinking that can drive creativity and success.
This week and onwards, here is to celebrating the fact that our brains come in all shapes and sizes and this is absolutely something to celebrate. By embracing neurodiversity and implementing these practical steps, we can build workplaces that are more inclusive, supportive, and innovative for everyone of all neurotypes. When different minds work together, the result is a dynamic pool of talent that benefits both the individual, and the entire organisation.
If you’re an HR professional or work coach looking to nurture neurodivergent potential, I offer tailored 1:1 coaching, consultancy, and training workshops designed to support individuals and to build more inclusive workplaces. I can also support you in understanding and utilising funding such as Access to Work, ensuring that neurodiverse talent is effectively supported and empowered. Get in touch at hello@glitterinthegrey.shop to discuss how we can work together to drive practical, positive and long-lasting change.
References:
- Centre for Economic Performance, London School of Economics. (2021). The Economic Impact of Underutilising Neurodivergent Talent.
- National Autistic Society. (2016). Employment Report: Autism in the UK.
- UK Government. (2019). Disability Facts and Figures.
- Singer, J. (1999). Why can’t you be normal for once in your life? From a problem with no name to the emergence of a new category of difference.
