Practical Workplace Adjustments to Support Neurodivergent Employees

Why Are Workplace Adjustments Important for Neurodivergent Employees?

Does your workplace take into account the accessibility needs of your neurodivergent employees?

Being an ADHD coach means I often hear about the difficulties people experience at work, from struggling to prioritise tasks and manage distractions, to feeling overwhelmed by competing demands. These difficulties can cause real issues for my clients, to the point where some have had to leave their jobs, and others have sadly lost their jobs.

This is why it is so important for employers to do their best to create an inclusive workplace. Quite often, the steps needed can be simple and require little additional cost (if any) to implement, but they can make a real difference to employees' working lives and productivity.

Six Practical Workplace Adjustments for Neurodivergent Employees

There are several ways employers can support their neurodivergent employees, and what works will depend on the individual and their particular needs.

1. Provide Clear Written Instructions

Following up verbal instructions with a brief email or written list gives employees something to refer back to when needed. This can be particularly helpful for people who find it difficult to process and remember verbal information, especially when they are given several instructions at once.

2. Help Employees Prioritise Tasks

When several deadlines are approaching, it can be difficult to know where to start. Agreeing on which tasks are most important and what needs to be completed first can help employees manage their workload more effectively.

3. Offer Flexibility Where Possible

Some people concentrate better at different times of day, or benefit from quieter working spaces and fewer interruptions. Where the role allows, small changes to working hours or the working environment may help employees work more effectively.

4. Arrange Regular Check-ins

Short, supportive meetings can help identify problems early and give employees an opportunity to ask questions or clarify expectations. They can also help managers understand whether workloads are manageable and whether any additional support is needed.

5. Break Larger Tasks Down

A large project can feel difficult to get started on when there are lots of different steps involved. Breaking it down into smaller tasks and agreeing on interim deadlines can make the work feel more manageable and help employees keep track of their progress.

6. Consider the Working Environment

Noise-cancelling headphones, a quieter desk, or permission to take short movement breaks may help some employees concentrate. It is worth asking individuals what they find distracting and whether there are any straightforward changes that could help.

How Can Employers Create a More Inclusive Workplace?

ADHD and other forms of neurodivergence affect everyone differently, so it is important to speak to the individual about what would help them, rather than making assumptions about what they need.

A supportive workplace can help employees make better use of their strengths, while also helping businesses get the best from their people. When employees have the right support to do their jobs effectively, everyone benefits.

How ADHD Coaching and Workplace Awareness Can Help

As an accredited ADHD coach and qualified teacher, I deliver workplace neurodiversity awareness talks and provide individual coaching to help adults with ADHD develop practical strategies for working life.

My workplace talks help employers and colleagues develop a better understanding of neurodiversity, while individual coaching can help employees work on areas such as organisation, prioritisation, productivity, and emotional regulation.

If you are interested in finding out how I could help you support your neurodivergent employees, you can book a free call here

Employers may also find it useful to read the official GOV.UK guidance on reasonable workplace adjustments, which explains their responsibilities and gives examples of ways to support disabled employees.