CEO of Healix Health Services Ian Talbot explores why construction businesses must embrace neurodiversity-or risk falling behind
Equality, diversity, and inclusion have rightly become key considerations for businesses across the sectors. And construction is no exception.
Neurodiversity in construction remains an area which employers need to address. With a recent NFB survey finding that one in four construction workers identify themselves as having a neurodiverse condition, it’s crucial that the sector understands how to best support its people.
The survey found that 36% of neurodiverse construction workers have not told any of their colleagues, with 38% believing there is ‘no or not much empathy’ for neurodiverse workers. Employers therefore have a vital role to play in stepping up to support employees to share their condition if they want to retain and nurture talent.
Why should employers support their neurodiverse employees?
Labour shortages in construction are persisting. According to a recent report, over 60% of UK trades are struggling to find staff. While it’s important for this to be addressed at an industry level through national campaigns which aim to highlight the opportunities in the sector, its integral that employers ensure they create a workplace where people feel they are respected and supported as individuals otherwise they will fail to retain their staff.
There are steps employers can take to make life, and work, easier for neurodiverse employees in the construction sector.
Consider staff benefits that work for the individual
Introducing staff benefits such as medical insurance is one way to support your people. Yet, support for areas like neurodiversity is currently not typically covered by corporate medical insurance policies.
One way to overcome this and for employers to take control over where they offer support is to consider a Healthcare Trust. This is a flexible alternative to traditional private medical insurance, where money is placed in a fund and used to finance eligible treatment. Any remaining balance can be used to reduce future employee healthcare and wellbeing costs.
Adopting a trust can enable employees to access assessments and treatment when needed, often more quickly than is currently available via the NHS. According to a recent analysis of NHS figures, a record 190,000 patients are expected to be waiting for an autism diagnosis by 2024.
There is not a ‘one size fits all’ approach to supporting neurodiverse employees. Managers should assess any challenges individuals are experiencing on a case-by-case basis. Some people thrive on routine while others need a more flexible working environment.
By sharing support provision in the recruitment process, this means employees will be reassured that they can fulfil their role duties to the best of their ability and with the right support.
Mental health support is important for neurodiverse employees
Mental illnesses such as depression and anxiety can be more common in people with neurodivergent conditions. According to recent research, nearly three quarters (70%) of neurodivergent employees experience mental health issues.
With Mental Health First Aid recently reporting that two people in the construction industry die by suicide every day in the UK, it’s crucial that employers recognise the signs of poor mental health in employees.
Some signs to look out for include withdrawal, neglect of safety advice and high rates of absence.
As an employer you must be proactive in preventing burnout in the workplace among all your employees. This can include discouraging out-of-hours emails, allowing for flexible working conditions, such as letting employees adjust their start and finish times or encouraging employees to take breaks.
NFB’s survey found that 76% of construction workers who told their employer about their condition encountered a nurturing atmosphere, so it’s important that employers proactively show the support they’re providing to signal that they will listen and support employees who do approach them for help.
Embracing neurodiversity as a competitive advantage
Deloitte has pointed out the potential for neurodivergent employees in some roles to be 30% more productive than their neurotypical peers. They also found that innovation revenues accelerated by 83% for organisations practising an authentically diverse culture. It therefore makes business sense for employers to embrace neurodiversity in the workplace.
Research has also shown that 53% of Gen Z respondents agree or strongly agree that they would not apply to a job where an employer lacks diversity.
Gen Z is the workforce of the future. Those employers who can demonstrate a forward thinking approach to embracing the diversity of their workforce will be the ones best prepared to take on new talent and grow.
Ian Talbot
CEO of Healix Health Services
