The goal of any People team is to attract and retain world-class talent. That includes neurodivergent talent, which is so crucial at companies like Egress. Neurodiversity, the term that describes the different ways a person’s brain processes information, is a relatively new term in the workplace. There is already a clear gap between the understanding of employers and employees; 53% of tech workers identify as neurodivergent to some extent, but employers report that this is only 3% of their tech employees*. The ICAEW estimates that in the UK, 15-20% of the population is neurodivergent. Some firms are taking steps to make reasonable adjustments so their workers can feel psychologically safe and can do their jobs well in a hospitable workplace.
There are lots of tips and studies that delve into improving company culture for neurodiverse employees. Surprisingly, changes can be far more easily actioned than one might initially think.
Ensure that recruiters and hiring managers are trained
When considering neurodiversity while hiring, it’s vital that neurodivergent prospective talent feel that their differences will be accommodated right from the outset. That starts with the hiring process. Job interviews are stressful for everyone, and conditions such as ADHD and autism can add an extra layer to this that should be considered.
For example, some people with autism and ADHD can find video calls to be overstimulating, which can negatively impact their performance in the interview. Some people might prefer to have the camera off or would much rather have an in-person meeting. It’s vital that hiring managers are trained to make it known that these accommodations can be made so that interviewees feel comfortable asking for them.
Ensuring that hiring managers are taking neurodiversity into account throughout the hiring process should make the process inclusive from the very start. The approach will help businesses attract and retain potential talent who might have struggled in interviews elsewhere.
Create the opportunity to connect
Being neurodiverse can be an isolating experience. The world is built mostly by and for neurotypical individuals. When struggling with neurodiversity, it can be hard to feel like people will understand the individual’s issues when they seek help.
However, the statistic at the start of this article illustrates that almost one in every five people will be able to relate, at least in part, to this struggle in the UK. Businesses want to foster connections among their workforce, as this improves morale and loyalty, which in turn improves performance.
Having a space where individuals can openly share their concerns lets people know that they can share these issues without impacting their career progression or job security. At Egress, we have a neurodiversity Team channel, which is open for anyone to join and celebrates people of all backgrounds. As someone with ADHD, I am proud to be in this group with colleagues from every part of the business. Through education and increasing awareness, businesses can create inclusive environments.
Offer free diagnoses
Workplace benefits are a valuable tool for keeping employee morale up. These can include fun activities like monthly team meals and a pool table in the breakout room, to something more serious like company-provided eye and hearing tests. In this vein, it’s important to offer free diagnoses for neurodiverse conditions as part of the employee benefits package.
Doing this is great for multiple reasons. Firstly, it signals that the workforce takes neurodiversity seriously. It puts it on the same level as other medical issues that the business might cover. Some people might be worried that conditions such as ADHD will not be treated with the same severity. Offering free diagnoses shows them that the organisation treats these conditions with the respect that they are due.
Secondly, the road to getting a diagnosis can be a difficult one due to a variety of factors. It can be expensive, the wait times can be exceptionally long, and it can cause a great amount of confusion to be stuck in limbo between thinking an individual is neurodivergent and having a formal diagnosis. Being properly diagnosed can give people the confidence to address any issues they are facing personally and professionally.
Instil a culture of flexibility
Making the workplace an inclusive and accommodating environment for everyone is an ongoing process. One of the biggest ways Egress has innovated is through its ‘eFlex’ policy, where employees can have up to 15 days of paid time out at short notice (in addition to annual leave), either in small chunks of two hours a week or six half days throughout the year at times of the individual’s choosing.
This comes from the philosophy that if you think and learn differently, you’re likely to work different patterns too. eFlex is our most loved benefit at Egress for good reason and works well for the neurodivergent who can easily get overstimulated and helps prevent people from getting to the burnout stage, which neurodiverse people can reach before others. Ensuring all employees, and especially non-neurotypical members of the team, maintain a good work-life balance and do not feel overwhelmed is vital for keeping them happy, healthy, and productive.
HR is the crucial advocate
HR professionals shouldn’t shy away from the fantastic opportunities neurodiverse employees can offer. They have such a wealth of experience and skills, even small changes to a company’s culture can retain brilliant team members. Be sure to listen to requests and needs, get managers onside as advocates within departments, and continue to mould the company’s culture to fit around your fantastic talent.
*Diversity in Tech report 2024
As advanced persistent threats continue to evolve, we recognise that people are the biggest risk to an organisation’s security and are most vulnerable when using email.
Egress is the only cloud email security platform to continuously assess human risk and dynamically adapt policy controls, preparing customers to defend against advanced phishing attacks and outbound data breaches before they happen. Leveraging contextual machine learning and neural networks, with seamless integration using cloud-native API architecture, Egress provides enhanced email protection, deep visibility into human risk, and instant time to value.
Trusted by the world’s biggest brands, Egress is private equity backed with offices in London, Sheffield, Cheltenham, New York, Boston, and Toronto.
