The construction industry is one of the largest and most important sectors in the UK economy. Despite the sector's importance, the industry has been slow to embrace diversity and inclusion. There is a distinct lack of representation and support for neurodiverse people, which refers to those with neurological differences such as autism, ADHD, dyslexia and dyspraxia, amongst others.
Why neurodiversity in the workforce matters
It’s no secret that the UK’s construction industry is in the midst of a skills shortage, with many firms struggling to recruit the talent needed to secure their future and meet the needs of their clients.
Neurodiverse talent pools represent a relatively untapped talent pool, with just 21.7% of autistic adults in employment, according to Office for National Statistics (ONS) statistics, despite the fact that the overwhelming majority (77%) want to work, according to research cited by the Chartered Institute for Personal Development (CIPD).
What can neurodivergent people bring to your business?
Neurodivergent workers have the potential to outperform their neurotypical peers in key areas:
- A 2014 Forbes article titled ADHD: The Entrepreneur's Superpower highlights the ability of some candidates with ADHD to focus for extended periods, effectively manage multitasking and remain calm under pressure.
- The CIPD cites the capacity of some dyslexic and dyspraxic people to ‘think outside the box’ and formulate innovative solutions to problems, as well as greater analytical thinking, focus, and attention to detail found in the autistic population.
- Deloitte point to the potential for neurodivergent employees in some roles to be 30% more productive than their neurotypical peers.
Encouraging diversity at work can benefit everyone
The CIPD also highlights that creating a more open and inclusive work environment where neurodiverse talent can flourish also has benefits for neurotypical staff:
- Fostering an atmosphere where all employees can feel comfortable in disclosing and seeking reasonable adjustments to help them be successful in their roles, which in turn helps HR to make proactive adjustments to boost comfort and productivity across all areas of the business.
- With around 15% of the UK population thought to be neuro-atypical, bringing someone into your workspace who can speak from personal experience and raise awareness of the kinds of challenges they face can help all staff potentially build better relationships with clients. When you can communicate with prospective clients in ways that others can’t, it may help you stand out from the competition, and build trust in those who might otherwise be too intimidated by the prospect of regularly engaging with a builder in their own home.
Attracting Neurodiverse Talent
Here are some top tips for attracting neurodiverse talent to your workforce:
Adjust your job listings
One way to attract neurodiverse talent is to ensure that job postings are inclusive and accessible. The language used in job postings should avoid jargon and acronyms and focus on the essential skills and experience required. Employers should also consider listing the job requirements in bullet points to make it easier for neurodiverse candidates to understand.
Reconsider your interview process
Here are some things to think about when interviewing neurodiverse candidates:
Body language
During the interview, it’s important not to attach too much significance to things like levels of eye contact, handshake firmness, or unusual mannerisms. Neurodivergent candidates may be fully capable of performing the duties of the role being interviewed for, but could struggle with some of the more formal social aspects of the interview process. For this reason it’s important not to let first impressions dominate your evaluation of the candidate.
Restructure your questions
In a neurodiversity panel discussion hosted on BrightTALK.com, Jen Denby, Global Head of Inclusion and Diversity at Willis Towers Watson, advises that when interviewing neurodiverse candidates, open-ended questions can be prove challenging, and that giving questions to candidates in advance can be a helpful catalyst for a productive interview. Neurodivergent candidates can struggle to convey the knowledge or skills they have if they feel ambushed or overwhelmed by what they are being asked about.
Manage expectations
On the same panel, Ailsa King, Chief Client Officer and CEO of Risk Management at Marsh also advises making it clear to candidates what they can expect on the day of their interview(s), starting with an introduction which identifies who will be interviewing them and what their role within the business is.
Reduce stress
In their report A rising tide lifts all boats, Deloitte Insights recommend separating out interviews onto separate days to reduce stress on applicants, rather than scheduling multiple meetings back-to-back. This might be tricky for builders pressed for time who want candidates to meet multiple members of their team, but if you want to give your neurodiverse applicants the best shot at succeeding, it’s definitely worth considering.
Offer choices
Deloitte also highlight the success some businesses have had in asking neurodiverse interviewees for their preferences with regards to the interview process. Offering some choices regarding day of the week and timeframe can help to establish a cooperative relationship early on and encourages applicants to speak their mind from the outset.
Retaining Neurodiverse Talent
Once you’ve recruited neurodiverse talent into your workforce, it pays to bear in mind a few considerations that could help you retain them and help them grow into a valuable, productive member of the team.
Consider working arrangements and career progression
Provide ongoing support and opportunities for growth and development. This may include mentorship, training programs, and career development plans. Employers should also consider offering flexible working arrangements to accommodate the needs of all employees.
Think about communication needs
People who are neurodivergent may have different communication needs, so take the time to understand what works best for your employees.
Some may only need to hear detailed instructions once, whilst others may benefit from having a task broken down into several steps, with each stage then explained to them separately. Sometimes it may be best to provide a minimal explanation and leave staff to suss out what’s required to deliver on a broad brief by themselves.
The language you use to relay instructions can also make a difference. Taking care to give specific instructions and / or using verbs to indicate what action(s) need to be taken can often prove the most effective means of getting he message across to neurodivergent individuals. Deloitte also recommend following up on calls or virtual chats with an email or message reinforce the message, as sharing notes or key points in an alternative format can help reduce the risk of miscommunication.
Create a welcoming culture for neurodivergent people
You may also wish to provide opportunities for existing staff to attend training and awareness sessions to understand neurodiversity better and how to support neurodiverse individuals effectively. There are plenty of options around the UK, so a quick Google search is all takes to identify opportunities near you.
Ultimately, creating a workplace culture that values diversity and inclusion can also go a long way to ensuring your new hires stay with you. Be sure that all staff are treated with respect and have equal opportunities for career progression. This may involve creating employee resource groups for neurodivergent individuals or providing regular opportunities for feedback / input regarding how things are going.
Support employees’ mental health
Employers must ensure that neurodiverse employees have access to mental health support if needed. Neurodiverse individuals often experience higher levels of anxiety or depression, and it is crucial to provide resources and support to help them manage their mental health effectively.
The FMB’s official charity partner, The Lighthouse Club, specialise in providing support to construction industry workers and their families, including:
- Emergency financial aid to those in crisis
- Advice on welfare and mental wellbeing
- Support on legal, tax and debt management matters
They also offer a free Construction Industry App which provides information, advice and guidance on things like stress, anxiety, depression, anger and suicidal thoughts.
A case study in neurodiversity
Discover how poetry helped Gareth Williams of FMB member company Construction Linx come to terms with his own neurodiversity challenges during the challenges presented by the pandemic:
