Neurodiversity Network creates judgement-free zone to help colleagues feel understood

The RSK Neurodiversity Network has been creating a safe space for neurodiverse employees since 2022 and today boasts 350 members and allies supporting its efforts to inform colleagues about neurodiversity.

Internal Systems Manager Lisa Thrower and Nature-based Solutions Lead Emily Clarke are the network’s co-chairs. Together with a dedicated committee, they aim to raise awareness about neurodiversity (the variation of neurocognitive ability across the population) and increase acceptance of neurodivergence. Someone who has neurodivergence has traits in common with a neurodevelopmental condition, which means their brain processes things differently to the majority of the population, who are often referred to as being neurotypical. Common neurodevelopmental conditions include attention deficit hyperactivity disorder (ADHD), dyslexia, autism spectrum condition and dyspraxia (developmental coordination disorder).

Neurodivergent colleagues can face challenges in the workplace that are unique to them. These can include needing support with planning and time management, experiencing environmental challenges due to sensory processing differences, differing communication styles and needing writing materials designed with accessibility in mind.

The network has recently contributed to drafting RSK equality, diversity and inclusion guidance on providing reasonable adjustments in the workplace. This document will help educate line managers and, in turn, have a significant beneficial impact on neurodivergent colleagues across the group.

Drawing on her own experience, Emily emphasised the innovative ideas and approaches neurodivergent colleagues can offer businesses.

She said: “I was diagnosed with dyslexia when I was 16. My colleagues recognise me as a lateral thinker. I hyperfocus, solve problems with absolute determination and often challenge the status quo. As an adult, I recognise that I share a lot of traits seen in autistic spectrum condition, although I have not felt the need to pursue a formal diagnosis. I have received support from my colleagues and workplace by being open about this.

“Diverse perspectives – in every sense – bring better balance to tasks, projects, teams, organisations and communities. Neurodivergent skills can bring out-of-the-box thinking and the ability to spot patterns and details others miss, which offers new opportunities and fresh perspectives.”

Lisa, who received a diagnosis of combined type ADHD at 37, reflected on the important role the network plays in helping to reduce the stigma that continues to exist around neurodiversity.

She said: “Stigma almost always comes from a lack of understanding, and we know there is still a way to go before we reach proper understanding and, more importantly, acceptance. That’s why I hope employee networks like ours highlight the positive contribution neurodivergent individuals bring to the workplace and will work towards reducing that stigma.”

Throughout the year, the network provides active support to members by hosting regular coffee mornings, producing resources and providing individualised signposting. Most recently, it launched the Neurodiversity Toolkit, a bi-monthly newsletter containing members’ stories, resources for managers and useful links and event notices. Highlighting the impact the network has had on members, Emily described hearing how colleagues have benefited from being able to talk to people who truly understand what they are experiencing as rewarding.

One member of the network said: “Joining the network prompted me to get my diagnosis. To know that there is a place where I am being seen, understood and never judged has been life-changing.”

Emily went on to explain the crucial role allies play in amplifying the messages of the Neurodiversity Network and improving understanding far more widely than members could on their own.

Director of Strategy and Central Services for RSK’s Environment and Planning division Joel Cook was inspired to become an ally at a time when he was encountering and learning about neurodiversity through the lens of family relationships and parenthood.

He said: “I understood the value of greater awareness and shared experience in supporting people encountering neurodiversity both directly and indirectly. Supporting neurodivergent staff had been a feature of a previous role, and I retained an interest in neurodiversity in the workplace when I joined RSK.

“As an ally, I’ve become far more aware of how neurodiversity is experienced – both by neurodivergent people and by those around them. It’s also highlighted the power of diversity in the workplace and how it can help us all grow as individuals and teams. Diversity is a real strength in team reliance and cohesion.

“My time in the network has allowed me to reflect on how I interact with colleagues and manage teams and individuals and has made me more sensitive to neurodiversity in the workplace.”

In the coming months, the network will continue to connect with its members and provide important guidance to colleagues on how to support neurodivergent colleagues.

Lisa said: “Internal and external outreach is really important to us. In addition to working to expand our ally membership of the network, we look forward to continuing to run workshops in primary schools and working with the RSK early careers group and alongside the other employee networks to provide support and increase acceptance.”