Diversity is high up on the agenda of employers in all industries at the moment, as they become more aware of the importance of having an inclusive workforce.

However, neurodiversity is often something that is missed off diversity & inclusion strategies – considered an ‘invisible’ disability, neurodiversity is often misunderstood, but it is more common than you might think.

So, what exactly is neurodiversity, and what is its place in the communications industry?

What is neurodiversity?

‘Neurodiversity’ was a term coined in the late 1990s to describe the intrinsic diversity in human brain function and cognition. This includes brain differences in areas such as attention, learning and sociability.

In fact, an estimated 15-20% of the world’s population exhibits some form of neurodivergence – including those with autism spectrum disorder, ADHD, dyslexia, dyspraxia and other learning disabilities.

Despite the fact that a huge proportion of the population is neurodivergent, there is still an issue in terms of recruitment and inclusive policies in the workplace. The Office for National Statistics (ONS) published data revealing that just 22% of autistic adults are in any kind of employment.

The same report found that 64% of employers still admit to having ‘little’ or ‘no’ understanding of neurodiverse conditions. It is therefore vital that we raise awareness of neurodiversity to help employers understand it and embrace it in their workplace policies to create a more inclusive environment.

Neurodiversity in the communications industry

Neurodiversity comes in all shapes and sizes – not all people who are neurodivergent face the same problems. It is important that employers recognise this, as often recruitment and selection processes can be unintentionally excluding to neurodiverse people.

Communications is often perceived as being a non-stop, busy industry, with day-to-day tasks involving (but not limited to) event management, interaction with clients and teams, and content creation. This isn’t always the most attractive or welcoming environment to neurodiverse people, who often struggle with invisible disabilities such as difficulty with physical interaction, coordination, mental health issues like anxiety, and difficulty with reading, writing and spelling.

While traditionally the industry has been a challenging environment for neurodiverse people, businesses are now evolving and seeing the potential in alternative thinking styles. In an industry where creativity is key, neurodiverse people can add value through bringing ‘out of the box’ ideas to the fore – with common strengths in problem solving, organisation and hyper-focus.

The creative industries are a good fit for people who think differently; in marketing especially, creativity and organisation are skills that are valued highly. However, improvements need to be made to create a more inclusive environment for neurodiverse people – so they can thrive in a workplace with a positive and welcoming culture.

Creating a more inclusive workplace

To create a more inclusive environment where neurodiverse people want to work, companies must start with improving their hiring process. For example, job descriptions can sometimes be lengthy and full of jargon, which could discourage potential applicants.

Interviews are daunting to most people – let alone those with social anxiety and difficulty communicating. Body language, eye contact, and communication skills are often scrutinised. To make the process easier for neurodiverse people, adjustments should be made based on the individual. For example, they might find an in-person interview easier to navigate than a virtual interview carried out via video call.

In the office, employers also need to consider making their workplace more accessible – simple adjustments such as reviewing lighting will support people with sensory issues. Breakout rooms should also be considered for people who find busy environments (like an office) overstimulating. Especially when working in communications, providing space for downtime or implementing ‘meeting free’ times or days can be beneficial for neurodiverse people.

Providing training and tools for neurodivergent people can also benefit both employers and employees, by helping them to understand how they can better support their team to succeed. This might be through understanding their preferred ways of working, workload capacity, or any out-of-work requirements they have (like regular appointments or counselling).

By creating a more inclusive work environment, employers will attract a more diverse range of talent to support with achieving their business ambitions. Often, a diverse workplace is the key to creativity and the communications industry must implement change to stay ahead of the curve.