Nurturing Inclusivity: The Power of Line Manager Neurodiversity Awareness Training

Why does inclusion matter in the workplace?

In the UK, there are 7 million people of working age with a disability or long-term health condition, yet only half are in work.

There is a strong social and ethical case for building inclusive workplaces, it also makes great business sense, with increased productivity, retention, and employee wellbeing.

For a diverse workforce to flourish companies must enhance and embrace their inclusion efforts.

How can our Line Manager Training Impact your Organisation?

1. Increase Awareness and Understanding of Neurodiversity

Line Manager Neurodiversity Awareness Training dismantles stereotypes and biases, creating a workplace where neurodivergent individuals feel they can bring their whole selves to work.

Our training emphasises the diverse nature of neurodiversity and the uniqueness of everyone, along with the strengths in the workplace. We highlight the absence of a one-size-fits-all approach and stress the significance of understanding and continually reviewing individual needs.

2. Improved Inclusion

We focus on strategies to enhance team inclusion and create a supportive environment for neurodivergent colleagues and candidates. Our program aims to promote awareness, empathy, and collaboration among team members offering practical tips and strategies for, for example, having challenging conversations, managing, and understanding unconscious bias, and managing excluding behaviour within the team.

3. Support Techniques

Just as a good coach tailors strategies for each of their players, a skilled line manager can provide customised support for their neurodivergent team members. This not only enhances individual performance but also contributes to overall team success.

Recognising the challenge of individuals not disclosing their neurodivergence until critical points, we equip managers with tools and techniques to identify potential signs of neurodivergence.

Our training guides having constructive conversations and developing personalised plans to support neurodivergent employees, thus allowing them to perform at their best.

We combine theoretical knowledge with practical applications, ensuring that participants understand the concepts and acquire the skills needed to implement them effectively in their roles.

4. Productivity Boost

Neurodifferent individuals bring a unique set of skills to the workplace. Our training delves into he strengths and challenges of some of the different neurotypes. By better understanding this, managers and organisations can ensure greater inclusion, improved wellbeing and awareness within their teams.

One of the key findings from the Researchers from the Remote4All Project suggested that Line Managers need to embrace the new thinking on neurodiversity, and the idea that neurological differences open surprising opportunities for talent and employers. It is very easy and common for management to revert to what they have already been taught. In other words, it is easier to hold on to old-school thinking, which used to focus on the weaknesses of neurodivergent individuals rather than the strength. They also suggested a much greater need for upskilling of line managers to support their neurodivergent teams.

A report by Deloitte showed that leveraging the strengths of neurodiverse employees can result in a 30% increase in productivity.

Companies like Microsoft, Dell and JP Morgan who have neurodiversity initiatives report marked increases in productivity, innovation, output quality, and employee retention (Hi Bob 2023).

5. Retention, retention, retention!

By investing in neurodiversity initiatives, organisations experience higher employee retention rates. Employees also feel more included and valued – they feel like part of the woodwork! And, not only will you retain employees, but you are much more likely to access a wider talent pool and recruit a range of diverse talent!

Research conducted by TextHelp, found that 93% of neurodivergent workers are more likely to apply for a job or continue to work for an organisation supporting neurodivergent employees effectively (TextHelp 2022).

6. Ignite Innovation

Diverse teams are more innovative, and innovation is the lifeblood of progress.

A study by Harvard Business Review found that organizations with inclusive cultures are 17% more likely to report they are innovative leaders in their market. (Harvard Business Review, 2019)

7. Legal Requirement

The Equality Act 2010 states that ‘employers must make ‘reasonable adjustments’ to make sure employees with disabilities, or physical or mental health conditions, are not substantially disadvantaged when doing their jobs.

We cover the legal obligations of all Line Managers, including pre-emptive adjustments throughout the recruitment process. We provide insights into the legal landscape surrounding neurodiversity, ensuring compliance with regulations and promoting a fair and inclusive workplace.

Here’s to a more inclusive and thriving workplace!