What leaders need to know about supporting neurodiversity in the workplace
In this month's article we consider what business leaders in the land-based sector need to know to support neurodiversity in the workplace.
Neurodiversity is a term recognising the natural variations in human brain function. It encompasses a range of neurological differences, including autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and more. According to ACAS, one in seven of us (14%) in the UK has some form of neurodiversity, however some believe this figure may be higher in the agricultural industry.
This makes it even more pertinent for managers and leaders in our sector to have a good understanding of these differences, and how to embrace them as part of the spectrum of human experience, which can bring unique strengths and perspectives, just like other forms of diversity.
Understanding neurodiversity fosters an inclusive environment where individuals are appreciated for their unique contributions. It helps to break down the stigma associated with neurological differences, promoting mental health and well-being. Embracing neurodiversity can drive innovation and creativity, as diverse ways of thinking can lead to novel solutions and approaches.
The land-based sector requires creative problem-solving, meticulous attention to detail, and innovative thinking – traits that many neurodiverse individuals have in abundance.
It's also important to note, that businesses have a legal duty to make reasonable adjustments to accommodate employee's needs around neurodiversity (and other conditions) under the Equality Act 2010.
However, a recent white paper by the Institution of Occupational Safety and Health (IOSH) revealed that 70 per cent of neurodiverse people hadn't disclosed their condition to their current employer and that 50 per cent of people said they wouldn't declare it on a job application.
Speaking at the Cultivate Conference earlier this year, entrepreneur Tom Warner spoke about his experiences with dyslexia and how he believes it helps him to see things differently. It allows him to spot patterns or opportunities that others don't, he said.
Staffordshire dairy farmer Liz Haines has recently embarked on a Nuffield scholarship studying neurodiversity in agriculture. She believes there are significant numbers of neurodiverse individuals who have much to offer our industry but would benefit greatly from better understanding to achieve their potential.
Speaking to Farmers Weekly Liz explained that her own personal experience of ADHD as well as a previous career in health care led her to want to explore this topic. She believes that neurodiversity is more common in agriculture than in the general population, although there are no statistics to back that up. Features of agricultural roles often appeal to neurodiverse people – such as their practical nature, bring outdoors and usually outside the traditional nine to five working hours.
"As employers, the more we try to understand, the more we can fully connect with our staff," she told Farmers Weekly. "Yet we shouldn't just focus on their struggles, but what strengths they bring to the workplace. We need different ways to think about things. Creating environments where people can thrive will help our recruitment crisis."
What do business leaders in our sector need to consider?
Finding (and retaining) talent
Make sure job advertisements and recruitment processes are inclusive and highlight your organisation's commitment to diversity. Consider and implement ways to support neurodiverse employees.
Working environment
Implement simple accommodations to support neurodiverse employees and help them thrive. This might include flexible work hours, quiet workspaces, or the use of technology to assist with communication and organisation.
Training and awareness
Educate everyone in the organisation about neurodiversity to help all employees understand and appreciate neurological differences. Create a culture where individuals feel valued and understood.
Innovation and problem-solving
Leverage the strengths of neurodiverse employees, encourage diverse teams and value different perspectives. Neurodiverse individuals often excel in pattern recognition, detailed analysis, and innovative thinking.
So, what about you and your business? Are you doing all you can to encourage and support neurodiversity in your organisation? By understanding and embracing neurodiversity, we believe that business leaders in our sector can not only create a more inclusive and supportive workplace but also drive innovation and success for businesses and the wider industry.
