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Neurodiversity is becoming increasingly recognised, not just as a medical term, but also as a source of talent and creativity. The construction industry and the skill set it requires will benefit significantly from neurodiverse individuals.  We need to recognise this and embrace the opportunities it provides.  But what do we need to do?  How do we ensure we support as well as attract neurodivergent individuals into construction?  We are hosting a webinar on 8th March 11-12, spaces are limited, so register here:

What is Neurodiversity?

Neurodiversity is an umbrella term to encompass those who are differently wired neurologically – this includes conditions such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD) and Dyslexia. It recognises that these conditions should be seen as part of normal human diversity, rather than something to be ‘fixed’ or overcome.

The Advantages of Neurodiverse Employees

Employing staff from diverse backgrounds has been shown to bring numerous advantages to organisations, both in terms of increased productivity and improved wellbeing amongst employees. Those on the autism spectrum often excel at areas including coding, IT, engineering and mathematics. They possess an exceptional attention to detail which can be invaluable for roles requiring accuracy; they are also likely to remain focused on tasks longer than their non-neurodiverse counterparts. ADHD employees may have higher levels of creativity; they are likely to generate more ideas than other colleagues due to their fast-paced mindsets. Dyslexic individuals often have strong problem-solving abilities; they excel at analysing complex situations in order to create practical solutions quickly and effectively.


Supporting Neurodiverse Employees

Recognising the need for neurodiverse individuals within the workplace is only one step towards creating an inclusive environment; organisations must then take action to ensure those staff members feel supported by their employers and able to reach their full potential within their roles. Employers should provide employees with tailored support that meets their individual needs, such as providing them with additional breaks throughout the day or allowing them flexible working hours when needed. Training should also be provided for both managers and other colleagues in order for everyone in the organisation to understand how best they can support those around them who are neurodiverse.

Why Work with Construction Health and Wellbeing (CHW) LTD and our Partner ToHealth 

CHW has partnered with ToHealth to provide a comprehensive managed services for neurodiverse individuals, from the time of referral onward. This includes a workplace needs assessment and implementation of strategies to facilitate successful employment opportunities – including assistance with Access to Work funding applications. Access to Work is a publicly funded employment support programme, provided by the Department for Works and Pensions (DWP). Through this programme, those with disabilities or long-term physical/mental health conditions can get financial assistance in obtaining necessary disability equipment, coaching resources and office adaptations required for successful job attainment.

By offering tailored support and understanding we can create a positive environment where those who are neurologically diverse can thrive alongside those without neurological conditions. We must recognise that different neurological wiring does not mean lesser capabilities; instead we should consider how employing people with these traits could benefit our industry by bringing new skillsets which might otherwise go untapped. By embracing neurodiversity we open up access to a wealth of talent—and ultimately improve overall team performance through unlocking hidden potential within our workforce.

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