The benefits that diversity brings to the workplace

When my children were diagnosed as autistic and then with Attention Deficit Hyperactivity Disorder (ADHD) a few years ago, I went down an ADHD rabbit hole. I Googled everything I could and bought every book going. I thought I could learn by osmosis. I find it really hard to concentrate and actually read a book. Little did I know that this in itself was one of the many traits of ADHD. I had no idea that I had ADHD.

I started my career in live television, presenting daily on a news show. I always got a huge kick when I was co-presenting and the ‘On Air’ sign lit up. Now I understand that it was firing up the dopamine hit, my ADHD brain needed. Then moving into the world of PR, attending awards ceremonies, organising events and working to tight deadlines, I was thriving. Nothing gets an ADHD brain going like a deadline – it’s what we often need to focus.

The more people I spoke to, the more I met neurodivergent individuals. What I didn’t know is that autistic/ADHD people are often drawn together. I guess there is comfort in finding like-minded people that are similar to you.

There has been a big surge in men and women in their thirties and forties who now realise that they may be neurodivergent. Some being diagnosed as autistic, like my husband who was in his forties when he had an official diagnosis and others with dyslexia, dyspraxia or other conditions.

Many ‘survived’ work, rather than thrived. Struggling in some areas but not understanding or realising why. Some people I’ve spoken to have had to take days off work due to burnout or being unable to manage their workload. At the same time wondering why others seem to be taking it in their stride.

Embracing neurodiversity: unlocking hidden potential

Now I work as a neurodiversity workplace consultant and ADHD coach, it makes sense. 20 percent of the population are neurodivergent and 50 percent of those people won’t even know they are! I was one of those people. I wasn’t diagnosed with ADHD until I was 43.

In the past I have found myself talking too much in interviews and going off on a tangent, struggling with managing my time and only wanting to work on projects that were exciting. Leaving the less interesting parts until the last minute. Yet I know that my ADHD brings many benefits to a role including being curious, creative and finding different ways of solving problems.

Neurodiversity describes the idea that people experience and interact with the world around them in many different ways. There is no one “right” way of thinking, learning, and behaving. Differences are not viewed as deficits.

Neurodivergent conditions include ADHD, autism, dyspraxia, dyslexia, dyscalculia, dysgraphia, obsessive-compulsive disorder (OCD), and Tourette syndrome.

A good analogy is if you take an iPhone and an android phone, they both do the same job. You can call people, message them and search online, yet the processing behind the screen is different. It is the same with neurodiversity.

My ADHD brain will take the same information as someone without ADHD, but process it in a different way. Yet the outcome will still be the same or even better.

So what has this got to do with the workplace I hear you ask? Well, any kind diversity is good. It is positive. So by having a neurodiverse workforce, it is good for business. Ensuring different ways of thinking and different ways of working, which increases creativity and innovation.

I wanted to find out about companies who are supportive of neurodiversity in the workplace, so I spoke to Dima Najib-Costa, Co-Head of People Experience MEA at JLL. Dima explained: “There’s a statistic that says, if someone is neurodivergent and they work in a positive work culture and work environment, on average it takes them two years to disclose that they are neurodivergent. We cannot strategise on the basis of disclosure, rather inclusion.”

So if you look around your office and you think ‘I don’t have anyone who is autistic or dyslexic or with ADHD, than you will and just may not know it. And they might not know either, just like I didn’t until I was in my forties.

But what can businesses do to help people like me thrive in the workplace? Najib-Costa continues: “Being truly inclusive begins from the moment someone applies for a job. We give an option as to whether they want to have a virtual interview first or face to face. Asking them what type of setup do you want? We understand that people thrive in different environments, so we embed flexibility at each touch point, to the benefit of all.”

What changes can be made to make interviews inclusive?

• Think about the last interview or meeting you went to. Chances are you googled who you were meeting and where you were going. This information should be included as standard and part of the pre-interview information.
• Include an itinerary, so people know how long they will be there for and how many different people they are likely to meet. The itinerary can also include photos of the building, photos of who will be interviewing and rough timings for the interview.
• Let the interviewee know that know that they can bring notes if needed. Share the questions with them beforehand, so they have time to prep. An interview shouldn’t be about trying to catch someone out.

The key point to understand with neurodiversity, is that people’s brains are different and are going to respond differently to the same things. Going beyond increasing understanding, it’s essential that businesses can not only talk the talk but also walk the walk, when it comes to neurodiversity support. Something I wish I had had in the workplace.