How to Support Your Neurodiverse Team Members

We recently hosted an online roundtable with neurodiversity advocates Amy Polly (Creative Wellbeing Lead at ADHD 360) and Thomas Woodhams (Senior Talent Acquisition Partner at Hawk-eye Solutions), moderated by Jamie Humphrey (ReechUs). The discussion explored practical ways to support neurodiverse team members, with insights tailored for HR professionals, leaders, and managers. Below is a summary of the key takeaways.

Understanding Neurodiversity

Neurodiversity is an umbrella term that includes conditions such as ADHD, autism, dyslexia, dyspraxia, Tourette’s, dyscalculia, dysgraphia, sensory processing disorder, and acquired neurodiversity due to brain injury or other factors. These are not illnesses but variations in the human brain, each bringing strengths and challenges.

A key takeaway from our discussion was that no two neurodivergent individuals are the same. While some may struggle with time management, others might have sensory sensitivities. One size fits all approaches don’t work. Personalisation is key.

Challenges Neurodivergent Employees Face

Workplaces are often designed with neurotypical employees in mind, unintentionally creating obstacles for neurodivergent individuals. Some common challenges include:

• Sensory overload – Noisy environments, bright lights or multiple conversations happening at once can be overwhelming.
• Communication barriers – Neurodivergent employees may process verbal instructions differently or struggle with ambiguous phrasing.
• Time management and organisation – Traditional structures may not align with how some individuals plan, prioritise or remember tasks.
• Rejection sensitivity – A brief email or short response from a colleague may be perceived as negative, leading to anxiety.
• Meeting fatigue – Large group discussions can be overwhelming; some employees may struggle to follow along or feel uncomfortable contributing.

Practical Strategies to Support Neurodivergent Employees

‍To create an inclusive workplace, organisations must be proactive in removing barriers and fostering a supportive culture. Here’s how:

‍1. Improve Communication

• Provide instructions in multiple formats (written, verbal, visual) to ensure clarity.
• Be specific when assigning tasks. Avoid vague phrases like “ASAP.”
• Normalise asking for clarification without judgement.

2. Offer Flexible Work Arrangements

• Allow hybrid or remote working where possible to reduce sensory stressors.
• Provide flexible hours to accommodate different energy levels and focus periods.

3. Create a Sensory Friendly Environment

• Offer noise cancelling headphones or quiet workspaces.
• Reduce unnecessary background noise and bright lighting.
• Give employees control over their workspace setup.

4. Encourage Neurodivergent Friendly Workflows

• Provide detailed meeting agendas in advance.
• Allow for different forms of participation (e.g. chat functions, written feedback).
• Implement structured check-ins instead of spontaneous discussions.

5. Build a Culture of Psychological Safety

• Make reasonable adjustments normal, not formal. Everyone should be able to request support without stigma.
• Train managers and colleagues on neurodiversity awareness.
• Encourage open discussions about different working styles.

Empowering Neurodivergent Employees

‍Supporting neurodivergent employees isn’t just about removing barriers—it’s about recognising and harnessing their strengths. Many neurodivergent individuals excel in creative problem solving, hyperfocus, innovation and resilience. By fostering an environment where all employees feel valued, organisations can unlock the full potential of their workforce.

‍ReechUs: Your Partner in Workplace Wellbeing

‍At ReechUs, we provide personalised mental health and wellbeing support tailored to the needs of all employees, including those who are neurodivergent. By working with us, you can ensure your workplace is a place where everyone thrives. Want to learn more about how we can help? Get in touch today.