We all know that the NHS waitlists are incredibly long and that this is having a negative impact on people’s lives, jobs, and relationships. For people who have neurodivergent conditions, the wait is even longer due to both a shortage of support and a rapidly growing number of people seeking help.
In areas of the UK, the number of adults seeking help and support for neurodivergent conditions like ADHD and autism has increased by 600% in 2 ½ years. For many years, significant numbers of neurodivergent people went undiagnosed. However, with growing awareness of a wide range of neurodiverse conditions, more people are now receiving accurate diagnoses. As a result, there has been a significant increase in the number of individuals seeking support in the workplace.
It's estimated that there are 1.2 million autistic people and 2.2 million people with attention deficit hyperactivity disorder (ADHD) in England. These are huge numbers that are hard to tackle with local GP and NHS services alone.
How is this lack of support affecting the growing number of people who need it?
There are massive impacts being felt across people’s lives. It can profoundly affect an individual’s mental health, which in turn raises potential career problems. When neurodivergent employees don’t receive the support they need for their conditions, they may struggle to manage their emotions and symptoms.
This can lead to discomfort in the workplace, making it difficult for them not only to enter the workforce but also to thrive in it. For HR managers, providing tailored support is essential to help these employees succeed and feel valued.
Understanding the role Occupational Health has in supporting neurodiverse employees
Providing support, such as counselling, can be incredibly beneficial for neurodivergent employees, helping them to manage their symptoms and develop a positive understanding of their condition. Since symptoms vary widely and everyone’s experience with neurodiversity is different, having someone to talk to can be a crucial step in navigating these challenges together rather than in isolation.
Once both the employee and employer identify which symptoms are affecting performance or what may be triggering them at work, they can collaborate to implement reasonable adjustments. These adjustments can create a more comfortable and focused work environment, allowing neurodivergent employees to perform at their best.
Whilst some might argue that you just have to ‘get on with it’ when you’re at work, it’s actually counter productive and here’s why…
When employees don’t feel their best - physically or mentally - it can significantly affect their focus and the quality of their work. For neurodivergent employees, the absence of reasonable adjustments or a comfortable work environment can make it even harder to concentrate, attend work regularly, or stay engaged.
Depending on their neurodiversity and symptoms, this lack of support can lead to increased struggles with productivity and job retention. Ensuring the right accommodations are in place helps these employees maintain focus and contribute effectively to the team.
To learn more, read this advice from UKIM’s Neuro-inclusive Psychotherapist, Natalie Holmes
