Six ways to build a career as a neurodiverse person

“THINK outside the box” is a phrase often used at work but for neurodivergent people, thinking differently comes naturally.

Around one in seven people in the UK are neurodiverse, meaning they have conditions including autism, ADHD, dyspraxia and dyslexia but many struggle to find employment.

For example, only 31 per cent of people with autism are in work.

However, companies are increasingly realising that harnessing their skills could provide a major business boost.

A number of top business leaders are neurodivergent, including Richard Branson, who has dyslexia and ADHD; celebrity perfumer Jo Malone, who credits her dyslexia and obsessive compulsive disorder with helping her reach business solutions faster; and telly chef Jamie Oliver who is dyslexic.

By speaking out, all of them are helping to highlight the positives of neurodivergence.

Recruiter Michelle Carson from Holmes Noble has ADHD and autism and has noticed a change in employer perspectives.

She said: “Neurodivergent individuals bring invaluable fresh perspectives and unique problem-solving abilities to the workforce.

“They often think differently from the majority, allowing them to approach challenges in new and innovative ways. Such staff can excel in areas like pattern recognition, creativity and detailed focus.”

Brings advantages

Supporting more neurodiverse people into work could boost the economy by more than £1.5billion and the Neurodiversity Employers Index, released last year by charity Autistica, found teams with neurodivergent workers can be up to 30 per cent more productive.

Lisette Schipper, neurodiversity advocacy lead at Google agrees, saying: “Workplaces that are inclusive of neurodiversity are more innovative and productive by embracing diversity and all the advantages it offers.”

However, only 30 per cent of UK organisations have a clear neuroinclusion strategy and CIPD research shows just 46 per cent of managers feel fully capable of supporting neurodivergent staff.

This week is global Neurodiversity Celebration Week so we have teamed up with two neurodivergent workers to help support employers and neurodivergent people looking to get into work.

Acas Interim Chief Executive Dan Ellis said: “Taking steps to support neurodivergent staff is often quick, easy and inexpensive, but the advantages can be widespread. We encourage employers to make sure they do everything they can to help their staff.”

Here’s how to build a career as a neurodiverse person.

Believe in yourself: You might work differently but that doesn’t mean you are less capable. With support and strategies, you can thrive in the workplace. Your differences make you unique. If you try to fit in, you’re just the same as everybody else.

Communicate openly: Be upfront about how you work best. Letting employers or colleagues know about your neurodiversity early on can help set expectations and create a more supportive environment.

Although you might feel vulnerable asking for help or disclosing neurodivergence, if this support isn’t provided, your talents will be better valued elsewhere.

Break tasks into smaller pieces: Big tasks can feel overwhelming, so break them down into manageable steps. Whether that’s using bullet points, time-blocking, or visual reminders, find a system that helps you stay on track.

Embrace your skills: Be open about your unique ways of thinking and highlight them as strengths.

Prioritise jobs you’re genuinely interested in: That way you will be far more motivated.

Record your successes: Being neurodivergent in a neurotypical world means having immense resilience.

POSSESS UNIQUE QUALITIES

LEANNE Maskell, the founder of ADHD Works and author of AuDHD: Blooming Differently, is passionate about helping employers to support staff.

She said: “Neurodivergent people have unique qualities that can’t be bought or taught – they are inherently within our different brain structures.

“This makes the potential of neurodivergent people limitless, especially in a fast-paced world.”

Here are Leanne’s tips for employers.

Don’t just be inclusive, be neuro-affirmative: Instead of gate-keeping initiatives and support by diagnosis or condition, make this available to everybody. Normalising asking for help and flexibility in the workplace empowers all employees to thrive.

Have a reasonable adjustments policy in place: Ensure mandatory training is provided on disability and neurodivergence, especially for HR and managers.

Ensure that recruitment processes are inclusive and adaptive: Provide examples of reasonable adjustments that have been implemented for others. Avoid asking for medical evidence as the Equality Act applies regardless of formal diagnosis.

Take a holistic approach: There’s little point in hiring neurodivergent people if the intention of inclusion ends at recruitment. Consider how career paths can be adapted to meet neurodivergence, such as performance targets.

Collect data on neurodivergence: Moving towards data such as employee satisfaction and psychological safety, helps create a happier, more productive workforce – and highlight gaps that need attention.

Conversations around ‘superpowers’ vs ‘disabilities’ can be very sensitive: Each individual likely has a different perspective. Instead, remember that there’s no ‘right answers’, and this is simply a difference.

Don’t be afraid of getting things wrong: It’s always better to have imperfect conversations rather than avoiding them all together – remember no one has all the answers that work.

MAKE A BEE-LINE

Supplied

Rowse Honey has launched the Bee A Bee Farmer Apprenticeship Scheme[/caption]

WANT to experience the buzz of a new career? Then train as a bee farmer.

The average commercial beekeeper is over 60 years of age, so Rowse Honey has launched the Bee A Bee Farmer Apprenticeship Scheme to train the next generation.

The three-year training programme combines hands-on experience with expert mentorship provided by an employer.

Developed in partnership with the Bee Farmers’ Association, the course gives apprentices the opportunity to work with established bee farmers while learning essential skills in hive management, honey production and sustainable beekeeping practices.

No qualifications are required, but applicants should be passionate about nature.

A spokesman said: “Beekeeping provides a lifestyle like no other.

“You’ll be working in the great outdoors with unpredictable hours according to the needs of the hives, so enthusiastic self-starters are welcome.”

Find out more at tinyurl.com/yshtvb83.