Spotlight on Neurodiversity

Supporting neurodivergent employees

People whose brain functions, ways of processing information, and behaviours are considered standard are described as neurotypical. The terms neurodivergent and neurodivergence are used to describe people whose brains process information in a way that may not be considered ‘typical’. This includes people with autism, attention deficit hyperactivity disorder (ADHD), Tourette’s syndrome, dyslexia, and dyspraxia, amongst other conditions.

Over three in five employers (64%) would be confident supporting neurodivergent employees. Just over two in five (43%) employers have increased the support they provide for neurodivergent employees over the past three years. The most common enhancements focus on improving communication between the employee and their line manager.

A third (33%) of employers now hold regular meetings with their neurodivergent employees where they discuss and agree workplace adjustments. The research also highlights that employers are regularly reviewing effectiveness, reflecting that an individual’s needs may change over time and documenting their discussions. This not only offers clarity, but it can also prevent the need for an individual to have to repeat themselves and enable a smooth handover if they change reporting lines.

A third of employers (33%) say they have introduced employee support groups, made up of like-minded people and around one in five now offer a buddy or mentor to neurodivergent employees. Over a quarter of employers (28%) have introduced support from specialist organisations through benefits such as private health insurance and group income protection. A similar number (27%) have introduced employee training sessions. One in five (21%) offer line manager training. This increased focus on education and awareness is a positive move, particularly as around half of employers (53%) and employees (49%) said they want to support neurodivergent employees, who might also be their colleagues, but are scared that they would say or do the wrong thing.

Around three in five employers (65%) and employees (61%) agreed that more awareness is needed in supporting neurodivergent employees in the workplace. Just under one in five (17%) employees said that there is still a stigma associated with neurodiversity, which was consistent with our employer research. A similar number of employers (19%) and employees (16%) said that people are afraid of telling colleagues that they are neurodivergent. Over three in five (63%) employers and around half (48%) of employees say that positive steps have been made in relation to supporting neurodivergent employees in the workplace but there is more that can be done.

Aviva in Action - Neurodiversity Support

Aviva's Group Income Protection policy offers insured employees access to support through a number of clinical pathways. Our neurodiversity pathway can support those who have already been diagnosed as neurodivergent and are struggling in the workplace as a result. For employees who could benefit from support or guidance we can provide in-house support or may refer the employee to one of our specialist partners, to help:

• manage challenges and identify strengths through support from chartered and occupational psychologists 
• overcome challenges with tailored strategies and solutions
• identify workplace adjustments
• support employers to better understand neurodiversity and how to support employees through line manager training and coaching 

More information about Group Income Protection

More information about our neurodiversity pathway

Aviva’s new Neurodiversity Hub provides information for your clients to help them understand more about neurodiversity and manage neurodivergence in the workplace

Group Income Protection rehabilitation and early intervention support are non-contractual benefits that Aviva can change or withdraw at any time.

Source:

Aviva Working Lives Report 2024.  Research methodology: 1,001 full or part time employees aged 16+ in the private or charity sector were interviewed by Censuswide between 02‑09 April 2024. 201 private sector employers (aged 18+) in the private sector (excluding sole traders) were interviewed by Censuswide between 02‑16 April 2024.