Engineering employers must support neurodivergent people to make sector more inclusive, report says

A REPORT published by the Institution of Engineering and Technology (IET) says that there is an urgent need to make engineering and technology more inclusive for neurodivergent people. 

Neurodiversity is used to describe the concept that “all humans vary in terms of our neurocognitive ability,” and can include neurotypes such as ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette syndrome. 

According to a 2022 survey by the IET across its volunteer community, almost one in five people who responded (19%) identified as definitely or possibly neurodivergent. 

The report, which is based on qualitative research including a number of focus groups of engineers and technicians with lived experiences of neurodiversity, found that many who identify as having a neurotype are reluctant to be open at work due to stigma, and that the risks in speaking up appear to outweigh the benefits.  

Those involved in the IET study also say they face a range of challenges, and that being part of an under-represented group magnifies these challenges. Not all challenges faced are related to the specifics of their neurotype, the report says, but can result from a range of other factors, such as neurotypical approaches and expectations being the standard for workplace behaviour, distracting and noisy working environments, accessing workplace adaptations, and the impact of all these on sustaining good mental health and wellbeing. 

Although employers within the sector often miss the opportunity to benefit from specific strengths associated with neurodiversity, the report says, the good news is that it is clear what needs to be done to build a more neuroinclusive environment.  

Seven key areas where change is needed were identified, including treating neurodivergent engineers and technicians as individuals, raising awareness and shifting attitudes, training line managers to support neurodivergent team members, and making it easier to access workplace adjustments. 

Laura Norton, head of equality, diversity and inclusion (EDI) at the IET, said: “Neurodivergent engineers and technicians bring many and varied strengths to their work. Too often, however, these strengths are not recognised or appreciated by managers, colleagues, or employers.” Norton went on to say that there is a huge opportunity awaiting employers and teams in the engineering and technology sector who are willing to understand and address the needs of their neurodivergent staff and colleagues. “We hope this study helps increase awareness and understanding, and spurs action towards realising that opportunity.” 

Andy Parker, chair of the IET’s EDI advisory group, who described himself as a neurodivergent engineer, said: “It’s fantastic and very encouraging to see the IET pioneering research into the challenges and experiences of the neurodivergent community in engineering and technology – an area that has remained largely unexplored until now.” 

In 2020, a chemical engineer shared with TCE the problems she faced as a neurodivergent, and how her current employer supported her in the workplace. For an insight into the author’s employment experiences, pre- and post-diagnosis of autism, read the article here.