How to unlock potential by supporting Neurodiversity in your workplace

Neurodiversity is a term used to cover a wide range of neurological differences like ADHD, Autism (ASD), Dyslexia and Dyspraxia. 

Roughly 10% to 20% of Canadians are estimated to be neurodivergent and for business owners this number is more than a statistic, it's a significant portion of the job market. 

It’s important to ensure your workplace is accessible, fair and prepared to support neurodiverse employees. An accessible workplace has and uses compliant policies and procedures, as well as engaging with expert HR advice when necessary.  

Let’s look at a few ways you can support neurodiverse staff in your workplace and protect your business from potential compliance risks. 

Deconstruct biases 

Many neurodivergent employees have skills that could be highly valuable to your business. Some are exceptional problem solvers; others are extremely creative or have intense focus on details. But a lot of neurodiverse people are hesitant to share their diagnosis in the workplace. 

This could be because they’re afraid of being judged or they may be worried their manager will be more focused on their challenges instead of their strengths.  

As an employer, you can eliminate this fear by creating a “safe to speak” culture. When your staff feel supported, they’ll perform better and stay longer. 

The legality of reasonable adjustments 

You’re legally required to make provisions for staff who need reasonable accommodation to complete their duties. 

In Canada, human rights legislation across all provinces requires employers to provide reasonable adjustments (or accommodations) for employees with disabilities, which includes neurodivergent conditions. 

This helps remove barriers that make it challenging for them to perform at their best, so if you fail to consider these adjustments, you could face a human rights complaint, cases of disability discrimination or costly legal disputes. 

Practical ways to support your team 

There’s no one size fits all approach to supporting neurodiverse staff, but you can implement the following strategies to make your workplace more inclusive: 

• Enhance your communication style: Some employees may struggle with vague instructions. So, providing clear written follow-ups after meetings helps give them a record of exactly what you expect. 

• Environmental control: Open-plan offices can be overwhelming for people with sensory issues. Providing simple fixes like noise-cancelling headphones, desk dividers or moving a desk away from a high-traffic area (like the printer or kitchen) can make a world of difference. 

• Offer flexible schedules: Rigid 9-to-5 shifts may not suit everyone. Allowing flexible start and end times where possible can help employees work during their peak focus hours or avoid the stress of having to remain productive. 

• Tech support: Beyond Bionic Reading, consider implementing tools like speech-to-text software for those with dyslexia or project management apps to help with organization and time management. 

How BrightHR protects you 

Managing neurodiversity in the workplace on your own can be challenging, especially when you’re trying to balance your business needs with your legal obligations. That’s where we come in. 

• BrightAdvice: Our expert employment relations team is available to guide you through specific accommodation requests, ensuring you follow employment standards and avoid discrimination risks. 

• BrightLearn: Use our library of e-learning courses to train your managers on how to support neurodiverse teams effectively. 

• Policy Templates: Get unlimited access to legally compliant handbooks and policies that clearly outline your commitment to an inclusive workplace. 

Not sure where to start with your first "reasonable adjustment" conversation? Speak to our experts today at 1 888 220 4924 or book your free demo to see how our software and advice services make people management easier for Canadian business owners.