Your questions answered.

Last September, we hosted a Workplace Health Insights live event on the value of a neurodiverse workforce. Our panel of experts discussed how employers can improve working environments to support neurodivergent talent, including solutions that can benefit the entire workforce. And, in turn, create safer and more inclusive workplaces for everyone.

Thanks to everyone who asked our expert panel questions during the live event. Find out what others have asked and what the experts have to say below.

If you missed the event, you can watch the full recording here or for more information visit the website.

"Can neurodiverse people without a diagnosis ask for accommodations to be made by their employer?"

At Bupa we believe that it's important for all employers to take the needs of their employees into consideration, regardless of what condition or diagnosis they do or don't have. It's important to refer to the HR policy of your employer but everyone should feel able to have a discussion with their employer on what would make their work life more suited to their needs.

"As a women that is neurodivergent my career has been impacted due to my characteristics. I don’t have a diagnosis but know that I am neurodivergent, what can I do to get support?”

Speak to your employer as they may be able to make certain adjustments which could help. Also think about talking to recognised specialist charities such as The National Autistic Society and the ADHD Foundation - they can help signpost you to relevant resources and tools which you might find helpful.

"I can really relate to the "chaos bombs", how do you get people to see this as a positive in your senior leadership role?”

All brains are different, and no two people are the same. Having people who think different to others creates a really diverse and rich culture which is a positive thing as it brings different views and approaches together. Embracing the differences in people helps teams to work out how they can best support and thrive together.

"Are there any bodies you would recommend to deliver education to talk generally about neurodiversity and also bring in elements to support working parents?”

The National Autistic Society, the ADHD Foundation and the British Dyslexia Association are a great source for educational resources for workplaces, individuals, parents, and young people.

"Question for Prof Amanda Kirby, a slide showed that 54% of improvements would be of attitudes by others. Attitude is free but hardest to change. Any advice?”

Recognising that the positive benefits of being more inclusive for all in your workplace can be of benefit for attracting and retaining talent is important. Moving away from a 'benefactor' role is important. By considering that every person is different, and you need to optimise their talents and accept we have different ways of communicating it can help all. Remembering to check your communication style as you may not be being understood fully rather than the other way around!

"What do we know (if anything) about genetics and pre-dispositions to neurodiversity? For instance, if I have ADHD, is it more it likely that my children will?”

Lots of genes have been associated with most neurodivergent conditions. There is not one gene. We also see an interaction with genes and the environment. Some families will have many members of their family that may have different neurodivergent traits as the genes are not specifically all targeted at one condition or another. Often parents recognise they may be neurodivergent because one of their children has gained a diagnosis.

"What advice do you have for those of us who are Neurodiverse and want to champion Neurodiversity in the workplace?”

My first piece of advice is to be sure that this is the right thing for you. There may be days that we feel stronger about sharing things that may be deeply personal than others. It's worth talking about it with those closest to you first to gauge your readiness. It's also worth thinking about your own bandwidth to support others and whether you will have your own support for this. For example, you may receive lots of messages from others seeking a diagnosis or asking for advice and support from you. It's good to have a bank of templates which can signpost and know how best to implement boundaries. When you feel ready, you may wish to share your story on a forum like LinkedIn or an internal social network and let those closest to you and your manager know so that they can offer support if needed. It is also helpful to signpost within this post to avoid being asked lots of individual questions. It is worth being prepared to receive stories that will both inspire you to champion, but at times be distressing, so it's important that you also have support on hand. You may like to set up an internal network with the help from HR.

"Do you have any advice for people who think they're neurodiverse, don't have a diagnosis yet, & work at a company with absolutely no neurodivergence awareness?”

If you suspect that you are Neurodiverse, you can tell your employer that you suspect and are seeking a diagnosis. Under the Equality Act, there is a duty of care to access 'reasonable adjustments', one of these could be training. You can apply to Access to Work without a diagnosis and this could potentially fund your reasonable adjustments.

"How can you help people who work from home which allows them to isolate even more and not interact with others.”

Firstly, check whether this is suiting them, never assume. Have allocated meetings every week and include regular check ins. Sometimes adding a virtual coffee catch up may help people feel less isolated but check whether this would work for each individual. Encourage colleagues to have regular breaks and walks.

"Any tips on how to position appropriately with senior leaders so we can get an "ambassador" in the business?”

In order to get senior buy in, it's important to share a business case on why this makes good business sense e.g., the talents neurodivergent people possess as well as reduced staff turnover. It's important to generate internal discussions and share succinct and easily digestible information for busy leaders. Our Autism at Work programme can support with this, for more information visit the website.

Meet the experts