Over three in five employers feel confident supporting neurodivergent employees

New research from Aviva’s Working Lives campaign highlights the positive steps employers are taking to help neurodivergent employees thrive in the workplace. However, employers and employees alike feel that there’s still more that can be done.  

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 neurological conditions mean that they do not consider themselves to be neurotypical. This includes people with Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Tourette’s syndrome, dyslexia, and dyspraxia, amongst other conditions. Around one in five people in the UK are estimated to have a condition which makes them think and behave differently to what is considered the norm.¹

Aviva’s most recent Working Lives research found that over three in five (64%) employers surveyed would be confident² supporting neurodivergent employees.

Just over two in five (43%) of these employers have increased the support they provide for neurodivergent employees over the past three years. With the most common enhancements focusing on improving communication between the employee and their line manager.

A third (33%) of those employers who increased the support they provide now hold regular meetings with their neurodivergent employees where they discuss and agree workplace adjustments. The research also highlights that a similar number of employers (29%) are documenting their discussions and regularly reviewing the effectiveness of any adjustments that they’ve made. This not only reflects that an individual’s needs may change over time but also offers clarity – helping prevent the need for an individual to have to repeat themselves and enabling a smoother handover if they change reporting lines.

A third (33%) of those employers who increased the support they provide say they’ve introduced employee support groups, made up of like-minded people and just over one in five (21%), now offer a buddy or mentor to neurodivergent employees.

Over a quarter of these 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. Just over 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%) surveyed agreed³ that they want to support neurodivergent employees, but they’re scared that they’d say the wrong thing.

However, the research revealed that there’s still a way to go in some organisations when it comes to nurturing a culture that supports its neurodivergent population. Around three in five employers (65%) and employees (61%) surveyed agreed³ that more awareness is needed in supporting neurodivergent employees in the workplace.

Nearly a fifth (18%) of these employers and a similar number of employees (17%) said that there’s still a stigma associated with neurodivergence. A similar number of employers (19%) and employees (16%) said that people are afraid of telling colleagues that they’re neurodivergent.

Over three in five (63%) employers and around half (48%) of employees agreed³ that positive steps have been made in relation to supporting neurodivergent employees in the workplace but there’s more that can be done.

Dr Subashini M, Medical Director at Aviva said: “While there’s still some way to go, it’s positive to see that there’s an appetite from employers and employees to increase their knowledge of neurodivergent conditions. This is a trend we’re also seeing through impressive engagement with the support Aviva offers through its group income protection and private health insurance policies.

“Everyone is different, with their own unique traits and needs. So, it’s reassuring to see that employers are having regular conversations with their employees. By understanding individual circumstances and expectations, employers and employees can work together to tailor support and introduce adjustments to help neurodivergent individuals flourish at work.”

More information about neurodivergent conditions and how to manage neurodivergence in the workplace can be found on Aviva’s new Neurodiversity Hub.

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References

^{The employer research was conducted by Censuswide with 201 private sector employers aged 18+ between 02.04.2024 - 16.04.2024. The employee research was conducted by Censuswide with 1011 full or part time employees in the private or charity sector excl. sole traders between 02.04.2024 - 09.04.2024. Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles and are members of The British Polling Council.}

^{1. Neurodivergent, neurodiversity and neurotypical: a guide to the terms - The Brain Charity}

^{2. This statistic is a combination of ‘Very confident' and ‘Somewhat confident’ answer options}

^{3. This statistic is a combination of ‘Strongly agree' and ‘Somewhat agree’ answer options}

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