We want our employees to step into work feeling truly seen, heard, and understood every day. By being able to bring their authentic selves to work, they have the opportunity to perform at their best and contribute to a thriving, dynamic environment. There are financial benefits too. Studies are consistently showing that companies with strong diversity and inclusion practices outperform their competitors. The diversity of their teams boosts creativity and innovation, and their employees are more engaged and productive.
October puts a spotlight on diversity.
October is packed full of important awareness days including ADHD Awareness Month, World Mental Health Day, and International Pronouns Day. In this article, we explore how neurodiversity, mental health and identity can impact the workplace, and how better awareness can lead your small business to embrace a truly inclusive and supportive culture.
1. Embracing neurodiversity.
October is ADHD Awareness Month, highlighting the importance of understanding and supporting neurodiverse employees. Individuals with ADHD often bring creativity, energy, and innovative problem-solving to the table, but they may struggle with working environments that aren’t designed with their needs in mind. But where should an employer start to help create the right environment and what are their legal responsibilities to do so?
There are lots of ways employers can support a team member with an ADHD diagnosis to build the right environment and give them the tools to do their job effectively and play to their strengths. Our advice is to simply start talking. Have an open and honest conversation about how they feel they could be better supported at work. As an employer, you have a legal obligation to your employees to make sure that they aren’t discriminated against. Depending on the severity of the ADHD, it can be classed as a disability and therefore you have a legal duty to make ‘reasonable adjustments.’
Reasonable adjustments could be:
- Adjusting work patterns and being more flexible with start/finish times
- Providing more frequent work breaks
- Creating quieter spaces with fewer distractions
- Providing project management tools that break down tasks into manageable steps
Some employers go as far as to offer specific coaching and mentoring. The key is to understand how to support the individual’s neurodiversity and accommodate their strengths.
2. Prioritise mental wellbeing.
World Mental Health Day is observed on 10th October each year, serving as a reminder that mental health matters, every day. According to the Mind website, 1 in 4 people will experience a mental health problem of some kind each year in England.
In our experience, employees who feel supported in their mental well-being are more engaged, productive, and loyal. Small businesses may not have the resources for a full-time wellness program, but even small steps can make a big difference. Campaigns surrounding mental health, and awareness days like World Mental Health Day, help to bring what was considered a taboo subject into the spotlight. More importantly, this awareness is helping people to reduce the stigma around mental health and to feel comfortable to start conversations around how they are feeling.
Starting these conversations doesn’t have to be done formally in a corporate setting, it could be through regular informal catch-ups with your team. If budgets allow, invest in training for team leaders to help them create the right environment where individuals feel safe to open up about their mental health challenges and to facilitate positive conversations. The more you prioritise support around mental health, the easier it will be for it to form a foundation of your company culture. This can be attractive to both existing employees and those you wish to attract in the future.
3. Respect identity.
October also brings International Pronouns Day, a day aimed at normalising the sharing of personal pronouns and promoting respect for everyone’s identity. Inclusivity goes beyond policies. It requires understanding and action.
In conversations we’ve had with small business owners, a lot of their concerns centre around getting things ‘wrong’ and the tendency is to continue with the status quo, rather than attempt to get something right (and potentially fail). Gender is a protected characteristic under The Equality Act so employees cannot be unfairly treated based on their gender identity.
If any employer is unsure where to start, encouraging employees to share their pronouns is a logical first step. This could be on email signatures, internal platforms, and even meetings. Using gender-neutral language throughout company documents and policies can also help employees normalise the use of gender-neutral pronouns and be more accepting of those who wish to use them. These may be small steps, but they begin to show your employees that you value them for who they are. Employees who feel they can authentically be themselves at work will feel happier and more productive. Businesses that invest in education and awareness around gender identity and inclusivity are more successful at building respectful working environments where everyone feels recognised.
A culture that thrives starts with inclusivity.
There is a lot more awareness of what makes us unique and we’re moving towards more acceptance every day. It’s important to remember that an inclusive and supportive company culture isn’t just a trend; it’s the core of a thriving workplace where innovation and collaboration flourish. By supporting neurodiverse employees, prioritising mental health, and promoting gender inclusivity, you not only enhance your company’s productivity but also build an environment where everyone feels valued.
How ProspHR Solutions can help you to build a truly inclusive and supportive company culture.
Our experienced HR consultants can guide you on best practices to help you overcome the challenges you fear when it comes to building diverse and inclusive teams. It all starts with a Prosperity Call to discover more about your business. Book yours today by calling 0345 548 2124 or emailing helpmybusinessthrive@ProspHRSolutions.com.
