Employers in Suffolk are being urged to improve their understanding of neurodiversity
They say everyone should be treated with respect and compassion.
A Suffolk social care organisation is urging employers to improve their understanding of neurodiversity, warning businesses could be losing out on talented staff if workplace adjustments are not made.
Boo Dendy, Business Development Manager at Leading Lives, which provides social care support for people with learning disabilities, autism and complex needs, said both education and employment systems have traditionally been shaped around neurotypical people, something he believes continues to create barriers.
“School, curriculum, education has been developed by neurotypical people and, you know, in a neurotypical system, and that then extends into the workplace,” he said.
While awareness is growing, Mr Dendy said change is happening “very slowly”, with some young people entering employment still struggling despite receiving support during their education.
He also highlighted a growing number of adults discovering they may be neurodivergent later in life.
“You have people like myself, mid-50s, having an awareness and an understanding of your own diagnosis and your own needs,” she said.
“I’m currently undiagnosed ADHD, going through the process of being diagnosed.”
Mr Dendy said greater awareness among employers is key, noting that many people will already know someone who is autistic, has ADHD, or lives with a disability.
“I think it’s awareness and consideration,” he said.
What changes are needed
He pointed to initiatives involving the Department for Work and Pensions and local authorities aimed at helping employers better understand how to support neurodivergent staff through workplace adjustments.
Confidence was another major factor, he added, particularly during recruitment.
“Schools should be skilling people up to be able to feel confident to talk about their neurodivergence… and confident to say to an employer before an interview, or at the point of applying,” she said.
Although employers are required by law to make reasonable adjustments, Mr Dendy said workplaces should aim to create supportive environments rather than letting the process become “a battle”.
“We want employers to understand you could be missing out on your best employee because actually the recruitment process is making them feel uncomfortable or not secure enough, or not even getting through the door,” he said.
He warned failing to act could have consequences for both organisations and workers.
He encouraged businesses to be open about welcoming disabled and neurodivergent applicants so candidates feel able to discuss the adjustments they may need.
Reflecting on his own experience, Mr Dendy stressed it is never too late for people to understand themselves better.
“It’s never, ever too late,” he said.
“You meet one person ADHD, autistic, you’ve just met one person… Everybody is different.
“There are a lot of similarities that are challenges in a neurotypical world, so it’s just taking time… to ask people, ‘What’s important to you to feel comfortable in the workplace?’”
She added that creating inclusive environments benefits everyone.
“We should be asking everybody that and trying to make some adjustments for a better, healthier workplace.”