In recent years, neurodiversity has garnered significant attention, highlighting the unique strengths, perspectives and experiences of individuals with ADHD, autism, dyslexia, and other neurotypes. Many organisations are exploring the role of “neurodiversity champions” – dedicated individuals who are trained to advocate for and support neurodivergent employees while helping to raise awareness and understanding of neurodiversity across the workplace. But what exactly is a neurodiversity champion? What does their training involve, and how can they benefit an organisation?

In this blog, we’ll explore :

• What has contributed to the increase in neurodiversity awareness.
• The different ways neurodivergent employees can be supported in the workplace.
• The role of neurodiversity champions.
• The core elements of their training.
• The positive impact they can have, creating a more neuroinclusive workplace.

What has driven the increased focus on neurodiversity?

Awareness of neurodiversity has significantly increased in recent years, driven by several key factors:

1. Research shows that the COVID-19 lockdowns led to a huge increase in neurodiversity assessments and diagnoses, particularly among adults receiving a “late” diagnosis. As more people have been diagnosed, there has been an increase in individuals sharing their personal experiences, further raising awareness and understanding of neurodivergent conditions.
2. Social media platforms, particularly TikTok, have played a crucial role in this growing awareness, with creators sharing personal stories and educational content that normalise conversations around neurodivergent conditions and experiences.
3. Celebrities and influencers who publicly disclose their diagnoses have added to the visibility and acceptance of neurodiversity.
4. Advocacy and awareness campaigns have also contributed. Efforts like Neurodiversity Celebration Week, Autism and ADHD Awareness Month have also played a critical role in raising awareness.

Essentially lots more people have been talking about neurodiversity increasing awareness and understanding.

Despite the positive momentum and growing awareness around neurodiversity, stigma and misconceptions still persist. ADHD has been labelled as “fashionable” or dismissed as “the latest trend,” and comments like “we are all on the spectrum” or “you don’t look autistic” can trivialise the challenges faced by neurodivergent individuals and reinforce harmful stereotypes. This lack of understanding can reduce empathy and create barriers for individuals to disclose their needs at work and access the necessary support. Media coverage has also perpetuated these misconceptions and reinforced harmful stereotypes, often using divisive language and sensationalist headlines to attract attention.

The growing focus on neurodiversity has also extended into the workplace, with more businesses recognising the gaps in their understanding and the need to better equip managers to support neurodivergent employees effectively. This has led to an increased demand for neurodiversity-related services and support. Additionally, there is a welcome recognition that creating an inclusive environment not only benefits neurodivergent individuals but also strengthens the overall organisational culture and improves performance.

Neuroinclusion positively impacts all employees and enhances overall business outcomes.

How can organisations support neurodivergent employees?

There are various ways organisations can support neurodivergent employees:

Raising awareness and providing education. Start by increasing awareness and understanding of neurodiversity across the organisation.

Training managers. Equip managers with the knowledge and skills to support neurodivergent employees effectively.

Offering specialist support services: Provide access to neuro-affirmative counselling, neurodiversity-focused occupational health, workplace needs assessors and workplace coaching.

Reviewing policies and procedures. Ensure that all policies and procedures are inclusive and be open to feedback on how they could be improved.

Proactively offer adjustments. Rather than waiting for a disclosure or request for support, be proactive in offering adjustments. 

Neurodiversity ERG and champions. Establishing a resource group that provides a safe space for employees to offer feedback, share experiences, and connect with others, while also promoting understanding and advocacy for neurodiversity across the organisation.

We are wellbeing provide a range of services to help organisations enhance their understanding of neurodiversity in the workplace and improve the experience of neurodivergent employees including:

• Neurodiversity awareness programmes
• Manager development sessions
• Bespoke workshops on neurodiversity
• Neurodiversity champions training
• Specialist webinars covering topics such as neurodivergent wellbeing, neurodivergent women and managing stress and burnout.

All of these services complement one another and are designed to enhance learning and understanding of neurodiversity throughout your organisation, with a consistent focus on wellbeing integrated into each. Starting with Neurodiversity Champions Training is an excellent way to establish a network of advocates who can lead meaningful change and provide ongoing support throughout your organisation.

Neurodiversity Champions Training

What is a champion?

A champion is an individual within an organisation who takes on the role of advocating for specific initiatives, such as mental health awareness, DEI, or employee wellbeing. In the context of neurodiversity, champions serve as key contacts who provide support, guidance, and information to both managers and employees about neurodiversity in the workplace.

What does this Champion Training Programme aim to do?

The goal of this champion training programme is to empower individuals with the necessary knowledge, skills, and resources to effectively promote and support neurodiversity within their organisation.

The programme includes:

• Education on neurodiversity: Training champions to understand neurodiversity and its impact on both individuals and the organisation, encouraging a culture of acceptance and support.
• Developing advocacy skills: Equipping champions with the ability to communicate effectively, engage colleagues, and inspire positive change around neurodiversity in the workplace.
• Providing resources and support: Ensuring champions have access to practical tools, strategies, and resources to support neurodivergent employees, including guidance on where to find further help or information.
• Measuring impact: Teaching champions methods for evaluating the effectiveness of the support provided and the overall impact of their advocacy efforts.

How would my organisation benefit from this?

This programme is designed to create a network of informed advocates who can improve workplace inclusivity and support neurodivergent colleagues effectively.

They can contribute in several ways:

Workplace inclusion. Champions can help build a more inclusive culture by promoting understanding and awareness of neurodiversity across the organisation.

Communication and support.  Champions can act as a bridge between employees and management, facilitating open discussions about neurodiversity and the specific needs of neurodivergent employees.  

Specialist knowledge. Champions receive training that equips them with up-to-date knowledge about neurodiversity and best practice to support employees.

Support for managers. Champions can provide additional support by offering specific insights, guidance, and resources related to neurodiversity. 

Improved wellbeing. The support of champions aims to improve wellbeing by reducing stress and increasing job satisfaction as neurodivergent employees feel more supported.

How will the wellbeing of champions be protected?

Champions will operate with a clearly defined remit, ensuring their roles are well understood and focused on specific tasks and responsibilities. The training will cover essential considerations for safeguarding, including guidelines for maintaining confidentiality and protecting sensitive information related to neurodivergent employees. This approach ensures that champions are equipped to handle their roles ethically and responsibly.