Half of business leaders and managers would be uncomfortable employing or line managing someone with a neurodivergent condition, according to new research published by The Institute of Leadership & Management.
Some 32% of employers would not employ a candidate with Tourette syndrome, while 29% and 25% would be uncomfortable hiring someone with ADHD and autism, respectively.
Over half of autistics (60%), dyspraxics (55%) and dyscalculics (53%) reported that individuals in their workplace have behaved in a way that excludes neurodivergent colleagues.
Kate Cooper, head of Research, Policy and Standards at The Institute of Leadership & Management, said: “There are acknowledged benefits that neurominorities bring to our businesses, so we are calling for greater inclusivity for neurodivergent people in the workplace – or their valuable, diverse contributions will be lost.
“It’s apparent that while there’s a perceived level of understanding of neurodivergents and their requirements in organisations there is actually a gulf between the lived experience of neurodivergents and the perceptions of those experiences held by neurotypical people.”
Kieran Rose, managing director of Infinite Autism said: “Recognising the unique lived experiences of neurodivergent people is fundamental to identifying and understanding the issues neurodivergents face in the workplace.
“This research is key to empowering neurodivergent workers and creating safe, equitable and accessible environments where their potential can be unlocked.”