The importance of neurodiversity for small businesses in Ireland

Small businesses can sometimes feel left out of the conversation on neurodiversity, believing such initiatives are reserved solely for large businesses. Mark Scully explains why it is so important for small businesses to embrace neurodiversity and how 

Neurodiversity is the idea that all people experience and interact with the world around them in many ways. There is no one "right" way of thinking, learning, and behaving.

Under the neurodiversity lens, differences arising from neurodivergences, such as dyslexia, dyspraxia, autism or ADHD, are not viewed as deficits. Instead, these differences can give rise to certain strengths as well as unique perspectives.

The importance of neurodiversity in the workplace has gained significant attention internationally and Irish workplaces are finally beginning to embrace this, such as Bank of Ireland’s roll out of its Neuroinclusion Policy.

The commentary around neurodiversity initiatives can make it seem that they are the preserve of large organisations, however, leaving smaller businesses feeling that they don’t have the scale, resources or time to deal with such matters.

Neurodiversity initiatives in small businesses

Based on the most recent available CSO (2021) statistics, 69 percent of people are employed by SMEs.

Importantly, almost 50 percent of all employees in Ireland are employed in businesses which employ less than 50 people, being small enterprises (22%) or micro enterprises (28%).

So, it is paramount to emphasise the important role small businesses can play in embracing neurodiversity, as well as to challenge misconceptions and barriers that may stand in the way.

“We will cross that bridge when we come to it”

Some businesses may see neurodiversity as something to be dealt with in the future when they are forced to react to it, e.g. when a new employee is neurodivergent. However, businesses may be surprised by the likelihood that they may already have neurodivergent employees.

Research published in the British Medical Bulletin in 2020 estimates between 15 percent and 20 percent of the population is neurodivergent, with the current view being that it is the higher end of this range.

Taking this 20 percent rate, and by using the most recent European Disability Forum’s employment rate for disabled people in Ireland of 32.6 percent as a proxy (which likely understates the employment rate for all neurodivergent people, excluding autistic adults who face significant barriers to employment), we can estimate the probability of at least one neurodivergent person working in a business of a particular size.

Based on those assumptions, we can arrive at conservative probability figures:

• In a business employing more than 10 people, there is a more than 50 percent chance that at least one person in that business is neurodivergent.
• In a smaller business with five people, this probability is 25 percent.
• In a larger business with 35 people, this probability increases to 90 percent.

While rough, this calculation is intended to illustrate a key point: the probability that you already have a neurodivergent employee is much higher than you think.

If your business is larger than a micro enterprise, there is no point waiting to cross the bridge – you likely already crossed it without even realising it.

“We don’t have a budget for this.”

If financial cost is significant constraint, there are numerous free or low/subsidised cost resources available to help:

• There are excellent not-for-profits/charities in Ireland that provide support, advice and resources on supporting adults with more common neurodivergences such as autism, ADHD, dyslexia and dyspraxia (DCD). Some organisations that were previously solely autism-focused have now broadened their remit to wider neurodiversity, such as Specialisterne Ireland.
• There are government-backed information and support programmes such as Employers for Change to assist employers in recruiting and retaining disabled employees.
• Specialisterne Ireland has recently collaborated with international organisations across the EU to roll out neurodiversity resources aimed at SMEs which are freely available to use.
• The Department of Social Protection will shortly roll out a revised scheme to replace the existing Reasonable Accommodation Fund and Disability Awareness Support Schemes. This revised scheme should hopefully make funding more easily available to subsidise costs of disability (including neurodiversity) awareness trainings for employers.
• Often, the most beneficial workplace adjustments for neurodivergent employees do not involve financial outlay. Instead, an understanding and willingness on the part of the employer to adopt a different way of working or communication to best suit that person’s cognitive style or sensory needs can be incredibly helpful.

Any such adjustment depends entirely on what works for that individual and their needs but can include:

• flexible working arrangements;
• asynchronous communication to allow time to process information;
• being permitted to use noise cancelling headphones;
• taking movement breaks;
• being provided more prescriptive instructions to facilitate task breakdown;
• chunking work to minimise transitions, etc.

But even where financial cost is involved for reasonable accommodations e.g. text-to-speech software, there are government supports available.

“We don’t have the time for this.”

Every business should embed diversity, equality and inclusion (DEI) initiatives, including neurodiversity, as part of its long-term strategy.

This can involve reviewing the recruitment process, reviewing the physical environment for accessibility and updating policies and procedures.

Smaller businesses can feel that a such an undertaking is beyond their capacity, however, and therefore avoid taking any steps at all.

Inclusion is a continuing journey – there is no finish line. The key is to take one step and then another. Here are some small practical steps you can take today:

• Let your people know that neurodiversity is something you want the business to embrace. Invite them to provide feedback and help. Often, you will be surprised to find that people are more than willing to help, particularly where they or a family member is neurodivergent.
• Make your people aware. Online neurodiversity awareness trainings suitable for all employees generally range from 60 to 90 minutes in length.
• Train your leaders and managers. Typically, more in-depth neuro-inclusion training aimed at leadership and human resources range from two to three hours.
• It is important that neurodivergent employees have some way of making their voice heard, especially if they do not feel comfortable yet to share their neurodivergence. An anonymous survey to request feedback on neurodiversity in your workplace can be generated and circulated (via a third-party intermediary, if necessary, to ensure confidentiality and anonymity of feedback).

Conclusion

Neurodiversity is not just the domain of large businesses and multinationals – small businesses must readily embark on the neuro-inclusion journey if we are going to foster an inclusive workplace for all employees in Ireland.

Mark Scully ACA is the founder of Braver Coaching and Consulting, an executive coaching and neurodiversity consultancy.