Approximately 15% of the population experiences some kind of neurological difference, such as autism, ADHD, dyslexia, dyspraxia or dyscalculia.
But according to Institution of Occupational Safety and Health (IOSH), two thirds of employees never disclose their neuro-differences to their employer.
Research by Birkbeck, University of London investigated the common barriers employees face when disclosing neuro-differences at work and found that:
- 64% were worried about stigma and discrimination from management
- 55% were fearful of stigma and discrimination from their colleagues
- 40% said there were no supportive or knowledgeable staff available
- 34% found existing support inadequate or unhelpful
It’s clear that many employees don’t feel as though their workplace is neuro-inclusive enough to open up about their experiences and, importantly, their needs.
So how can employers create a psychologically safe environment that enables staff to bring their true selves to work, while breaking down barriers and removing stigma around neurodiversity?
Cognitive insights power neuro-inclusion
Cognitive mapping and neurodiversity training are invaluable tools that organisations can use to provide the correct support for neurodivergent employees before, during and after disclosure.
Cognassist provides this end-to-end support. Cognitive mapping results in a personalised report, giving employees insights into their cognitive differences and guiding discussions with their managers over support.
The Cognassist neuro-inclusion platform includes access to neurodiversity training resources for the whole organisation. Universal knowledge and understanding of neurological difference is vital if a culture of neuro-inclusion is to be embedded.
“A great tool to have available to everyone, to allow them to understand more about themselves, and also for managers to be aware of if there is someone in their team who might be struggling with aspects of their role.” – BT Openreach employee.
Not sure how best to handle employee neuro-difference disclosure?
Follow these simple steps, found in our free: Workplace guide to neurodifference disclosure