As an AuDHDer who juggles part-time tax consultancy with coaching adults with ADHD and AuDHD, I’ve gained valuable insights into how supporting neurodivergence benefits both organisations and employees. This blog aims to explore the practical and business benefits of neuroinclusion, with reflections from my own experiences and evidence-based insights.
Let’s face it: the primary goal of any private sector organisation is to generate profit and provide returns to investors. But what many employers overlook is how embracing neurodivergent-friendly practices can directly contribute to these goals. By understanding and supporting neurodivergent employees, organisations can unlock untapped potential, boost productivity, and create a thriving workplace. As Ludmila Praslova aptly writes in The Canary Code, “When we support the needs of the most vulnerable, everyone thrives.”
Personal Reflections: Thriving with Flexibility
I’m writing this blog on a rainy afternoon in Tenerife, feeling a sense of inner peace and clarity. This moment of calm didn’t come easily; it’s the result of several years of work (specifically in the context of ADHD/AuDHD), learning, and resilience. I have been fortunate to access support and assistance privately, which has played a significant role in my journey. I hope to use this space to reach others and help raise awareness of how we can better support neurodivergence in the workplace.
My transition to part-time tax consultancy was a transformative process, guided by my work with an ADHD coach. It has allowed me to focus on quality over quantity, tailoring my work schedule to align with my natural rhythms and strengths. As a result, I’ve found that I’m more productive and efficient in the hours I do work.
In both my tax consultancy and compliance work and coaching practice, I’ve learned to embrace unconventional methods. For example, when drafting tax advice, I often jump between sections instead of working linearly. This approach aligns with how my brain processes information, allowing me to produce clearer and more concise results. This freedom to work in a way that suits me has been invaluable—and it’s a principle that applies across professions and industries.
The Case for Flexibility in the Workplace
One question that still baffles me is: Why do so many workplaces insist on a rigid 9-to-5 schedule? (especially when this isn’t critical to the role).
Thankfully, many organisations are starting to recognise the benefits of flexible working hours. For neurodivergent employees, flexibility isn’t just a perk; it’s a necessity.
Research indicates that individuals with ADHD often have an evening chronotype, preferring later sleep and wake times. ADHD is also associated with circadian phase delays, meaning traditional morning schedules can clash with natural biological rhythms. While interventions like sleep hygiene and circadian rhythm therapy have their place, they’re not a one-size-fits-all solution. Instead, allowing employees to structure their workday around their peak productivity hours can lead to better outcomes for everyone involved.
However, flexibility alone is not enough.
Autism, for example, is not an intellectual, learning, or mental health disability (though it can co-occur with any of these). It is a complex developmental condition that affects social, sensory, and communication experiences. Autism manifests differently in men and women and is best understood as a spectrum with many dimensions. Similarly, ADHD is not just about being “distracted” or “hyperactive.” It is a global self-regulation condition which affects executive functioning, emotional regulation, and task prioritisation.
Both conditions require tailored approaches that empower individuals to identify what works for them—a process that takes time and ongoing support.
Tips for Supporting Neurodivergent Employees
Here are some practical strategies I’ve found helpful in creating a neuroinclusive workplace:
Provide Noise-Cancelling Headphones: Reducing auditory distractions can significantly improve focus and productivity.
Supportive Management: A boss or manager who takes the time to understand individual needs and offers support can make all the difference.
Foster Belonging: Alongside flexibility, fostering a sense of belonging is crucial. When organisations respect neurodivergent identities and encourage employees to bring their authentic selves to work, everyone benefits. Creating systemic change takes time, but even small steps can empower employees to thrive.
Encourage Individual Solutions: Empower neurodivergent employees to explore and identify strategies that work for them. This collaborative approach fosters autonomy and builds confidence over time.
Use a Notepad or E-Notepad: Short-term working memory can be a challenge for many neurodivergent individuals. I used to rely on Post-it notes scattered everywhere—and while it made my desk look colourful, it was a nightmare to keep track of! Switching to a single notepad or e-notepad has been a game-changer for staying organised and remembering key tasks.
Beyond Flexibility: A Path to Neuroinclusion
While larger companies may have the resources to invest in neuroinclusive practices, small businesses can also benefit from simple, cost-effective changes. Here are a few examples:
Flexible Scheduling: Allow employees to choose start and end times that align with their energy levels.
Task Autonomy: Empower employees to decide the order and method in which they complete their tasks.
Education and Awareness: Provide training for managers and colleagues to better understand neurodivergence and how to support it.
Interestingly, many ADHDers are self-employed, running their own businesses. While this offers autonomy, it also comes with challenges. I often wonder how many neurodivergent entrepreneurs truly understand their own ADHD and could benefit from adopting neuroinclusive practices in their own operations.
A Hopeful Outlook
Change is happening, albeit slowly. Larger companies are beginning to lead the way in neuroinclusion, but there’s still much work to be done. Small businesses, too, have an opportunity to create environments where neurodivergent employees and entrepreneurs can thrive.
Whether you’re an employer, a manager, or a business owner, embracing neurodivergence isn’t just about being fair; it’s about being smart. By supporting the unique needs of neurodivergent individuals, we create workplaces where everyone wins.
Let’s challenge the status quo because when we support neurodivergence, everyone thrives. Start small—listen, learn, and adapt.
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