EMPLOYERS should rethink their workplace environments to unlock the full potential of neurodivergent employees, an expert has told business leaders at a charity event.
Dutch advocate and educator Tristan Lavender shared practical steps that organisations can take to better support staff with conditions such as autism, ADHD, and dyslexia at an event hosted at the Pomme d’Or Hotel by All Matters Neurodiverse ahead of Neurodiversity Celebration Week last week.
He said that many talented employees struggled silently because workplaces were not designed with neurodiversity in mind – with research showing 65% of neurodivergent employees worried about disclosing their condition or requesting workplace adjustments.
Mr Lavender said that common office features such as bright artificial lighting and noisy open-plan spaces could be particularly challenging.
“Just like we cannot expect a fish to thrive on land, we cannot expect people to perform their best in environments that don’t support them,” he said.
Simple, inexpensive changes can make a significant difference, the keynote speaker explained. Creating quiet work areas and allowing employees to control lighting could improve wellbeing and productivity. Even more important, Mr Lavender said, is asking employees directly what would help them do their jobs better.
He said: “Rather than assuming what any individual needs based on a label, the best thing you can do is simply to ask them: ‘If you feel comfortable sharing, what can I do to support you? What would help you feel at ease? What is it that you need to do your best work?’”
Mr Lavender also pointed out that autistic adults were five times more likely to be unemployed than the general population, which he argued was partly due to outdated hiring practices that do not take neurodiversity into account.
“When we judge neurodivergent job candidates for how much eye contact they make during an interview, it’s no wonder that highly qualified autistic candidates get rejected time and again,” he said.
He stressed that change starts at the top and that leadership plays a key role in creating an inclusive workplace culture. When senior figures openly discussed their own neurodivergence or actively support neurodiverse colleagues, he said it sent a strong message to employees that they did not need to hide who they are.
“When they see a leader, someone they respect, be open about their neurodivergence or show active allyship, it signals to junior staff that ‘You belong here, you don’t need to mask or hide your difference,’” he said.
All Matters Neurodiverse, which began as a Facebook support group for parents in 2022 and has grown to include over 2,000 members, organised the event as part of its efforts to help Jersey workplaces become more inclusive and supportive of neurodiversity.
