Workshop wellbeing 42 www.aftermarketonline.net JUNE 2025 Learning to make the most of your team’s strengths Julie Hayes, head of specialist services at automotive industry charity Ben, on how employers can embrace neurodiversity and support neurodivergence Neurodiversity refers to the natural diversity in our human brains. Neurodivergence is when a person’s brain processes, learns, and/or behaves differently from what is ‘typical’ and neurotypical describes how the average person’s brain works. Whether an individual is neurodivergent or neurotypical, everyone has something unique to offer and deserves the chance to contribute within society in general, as well as in their place of work. A strong team thrives on diversity — people from different backgrounds, with varying life experiences, personality types, and strengths. A successful workforce embraces each person’s strengths and enables them to play to them. Employers have a duty of care to employees and play a key role in providing a supportive and inclusive environment for everyone, including neurodivergent individuals, so they can thrive in the workplace. Here are some top tips about embracing neurodiversity and supporting neurodivergence in your business. Embrace individual strengths It’s important to recognise that neurodivergent individuals have unique perspectives and abilities. For example, some people with ADHD can be great problem solvers and calm in a crisis and some who are autistic have a strong memory and good attention to detail. Some other known strengths that neurodivergent individuals have are resilience, intense concentration, pattern recognition and creativity. Treat everyone as an individual We are all individuals, so what one person needs will likely be different from another and this is also true of those who are neurodivergent. One approach doesn’t suit everyone, so make sure you support each team member’s needs with consideration, flexibility, and understanding. Get curious If something isn’t working or a team member seems to be struggling (if you’re seeing performance issues, behavioural changes, poor timekeeping, or absence), take the time to have one-to-one conversations. Get curious! Showing genuine care and asking if they are OK can open up valuable discussions. Raise neurodiversity awareness Provide resources to reduce stigma and increase understanding about neurodiversity in the workplace. Create an inclusive working environment Encourage open communication and a culture where neurodivergent employees feel comfortable discussing their needs without fear of discrimination. Offer flexible working Of course, this isn’t possible for every workplace, but there is normally a way you can offer more flexible working options for employees who need it. As examples, you can adjust hours so individuals can work when they are most productive, or offer part-time and compressed hours. Adjust the physical workspace As much as possible, make accommodations for sensory needs (such as offering quiet workspaces, noise-cancelling headphones and/or adjusting lighting). You can also make ergonomic adjustments, ensuring your workplace is comfortable and adaptable for various needs. Offer reasonable accommodations Whenever possible, modify job tasks to suit each individual and embrace the way they work best. Using tools and technology such as screen readers, time management apps, AI and speechto-text software can also be a support. You can also discuss access to work with the individual to support their needs. Support health and wellbeing Encourage regular breaks and annual leave to help neurodivergent employees manage stress and energy levels. Consider implementing a buddy system or having dedicated support team members to help employees who need accommodations or adjustments. Additionally, make employees aware of the free and confidential support available through Ben. Share our contact details with your employees and visit our toolkit (https://ben.org.uk/toolkit/) for ways to promote Ben’s services in your organisation. Consider implementing a workplace buddy system Julie Hayes
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