The Leading News & Information Service For The Facilities, Workplace & Built Environment Community

1 in 5 Neurodivergent Employees Experience Discrimination at Work

1 in 5 Neurodivergent Employees Experience Discrimination at Work
20 February 2024
 

CIPD research shows a potential link between neurodiversity and harassment at work.

In a survey of over 1,000 workers, 790 people considered themselves to be neurodivergent, with 20 per cent saying they experienced harassment or discrimination at work because of their neurodivergence.

Neurodiversity refers to the range of differences in individual human brain function and behavioural traits and has come to be used as an umbrella term for people who experience things like dyslexia, dyspraxia, ADHD and autism. 

Over half of the neurodivergent employees surveyed (52 per cent) feel that their organisation has an open and supportive climate where neurodiversity can be discussed openly.

31 per cent of neurodivergent employees haven’t told their line manager or HR about their neurodivergence, with 44 per cent of this group saying it’s a private matter. 37 per cent said they are concerned about people making assumptions based on stereotypes, and 18 per cent assumed their organisation wouldn’t be understanding or offer support.

 

Neuroinclusive Organisations and Fairer Workplaces

 

Dr Jill Miller, Senior Equality, Diversity and Inclusion Policy Adviser at the Chartered Institute of Personnel and Development (CIPD), said: “Neurodiversity needs to be a key focus in an organisation's equality, diversity and inclusion work. The design of workplaces and people management approaches haven’t traditionally considered neurodiversity, meaning many employees may not be able to perform at their best. Action is needed to create neuroinclusive organisations and fairer workplaces, with equality of opportunity for neurodivergent employees, free from harassment and discrimination.

“This means good people management, getting to know people as individuals and understanding their needs. Organisations should ensure managers have the training to manage people effectively, offer flexible working and provide clear access to reasonable adjustments. These practices can make a significant difference to neurodivergent people’s working experience, as well as benefitting employees more widely.

“Focusing on neurodiversity can have important business benefits, including widening the talent pool to recruit from, supporting employee wellbeing and improving employee performance and retention.” 

Picture: a photograph of two people wearing headphones with microphones, sitting at a desk next to each other. Both are looking at desktop computers. Image Credit: Pexels

Article written by Ella Tansley | Published 20 February 2024

Share



Related Articles

UK Government Introduces Day-One Right to Request Flexible Working

Millions of employees across the country are set to benefit from new legislation that means flexible working can be requested from the first day of employment. The...

 Read Full Article
Dyslexia – Creating a Workplace Where Everyone Can Succeed

Joe Marshall from the Confederation of British Industry discusses how diverse and inclusive workplaces can help people with dyslexia flourish at...

 Read Full Article
CIPD Predicts Key Future Trends for People Management

A report from the CIPD sets out the key trends that will have an impact on the future world of work, and how these will shape how we manage people in 2021 and...

 Read Full Article
Spotlight Interview – Sunita Gordon | SaferSpace

Sunita Gordon is the Co-Founder and CEO of SaferSpace, an app that allows employees to report unacceptable behaviour and harassment in the workplace...

 Read Full Article
Menopause Support in Workplaces Becomes Legal Right 

New guidance from the Equality and Human Rights Commission means that companies must provide reasonable workplace adjustments if menopause symptoms have a substantial...

 Read Full Article
New Apprentices Have Dropped Since Introduction of Apprenticeship Levy 

CIPD research shows that the number of apprentices starting in SMEs has dropped by 49 per cent, since the introduction of the Apprenticeship Levy in 2017. There were...

 Read Full Article
Shane Manogue Promotes Neurodiversity in New Ambassador Role

Shane Manogue, CEO of W12 Group and Lovit Technologies, has been named as a Diversity in Construction Ambassador for 2023’s London Build Expo. Shane met up with...

 Read Full Article
Workplace Sickness Absence at Ten-Year High 

The highest level of UK employee sickness absence in a decade has been reported by the Chartered Institute of Personnel and Development. UK employees were absent an...

 Read Full Article
1 in 4 Construction Workers Consider Themselves to be Neurodivergent

A report commissioned by The National Federation of Builders shows that neurodiversity is not only common amongst construction workers, but being neurodivergent is...

 Read Full Article
CIPD Champions Menopause Friendly Workplaces

The Chartered Institute of Personnel and Development is collaborating with Helen Tomlinson, the UK government’s first Menopause Employment Champion, to champion...

 Read Full Article