Neurodivergent Learning Styles and How to Accommodate Them

Featured Image by Christina Morillo, Pexels

This article aims to educate managers about how neurodivergent employees learn, process and retain information. It also covers practical ways to accommodate this in the workplace.

Introduction

Neurodivergent employees can display various learning styles. These include those that fall under the VARK model:

• Visual
• Auditory
• Reading/writing
• Kinaesthetic

There can also be the following learning styles:

• Logical
• Social
• Solitary
• Naturalistic

Employees of different neurotypes may wish to use different learning styles. For example, an autistic employee may be more of a visual learner, while a dyslexic employee may be more of an auditory learner. By displaying unique learning styles, employees can process and retain information in their individual ways in the workplace. It is also crucial that managers understand how their neurodivergent employees learn differently from their neurotypical employees.

Understanding Neurodivergent Learning Styles (Autism, ADHD, Dyslexia, Dyspraxia)

Image by Md Jawadur Rahman, Pexels

Depending on the neurotype of the employee, they may display the following learning styles:

Autistic Learning Styles

• Visual processing strengths
• Detail-focused thinking
• Need for structure and routine
• Sensory processing differences
• Deep focus on areas of interest

ADHD Learning Styles

• Movement needs during learning (e.g., kinaesthetic)
• Interest-based attention regulation
• Non-linear thinking patterns
• Executive functioning challenges
• Often creative and divergent thinking

Dyslexic Learning Styles

• Strong presence of verbal reasoning
• Visual processing differences with text
• Phonological processing differences
• Multi-sensory learning differences

Dyspraxic Learning Styles

• Strong verbal skills
• Motor planning and co-ordination challenges
• Organisational difficulties
• May experience challenges with handwriting (also present in dysgraphia)

Why Accommodating Learning Styles Matters

Accommodating the various learning and communication styles of neurodivergent employees matters because it is crucial for unlocking their full potential, fostering a culture of inclusion and belonging, and driving tangible benefits such as increased innovation and productivity.

Not only can accommodating the various learning and communication styles of neurodivergent employees unlock their full potential, foster a culture of inclusion and belonging, and drive innovation and productivity, but it can also deliver the following benefits:

• Enhancing well-being in neurodivergent employees and reducing burnout
• Boosting employee retention and engagement
• Legal compliance and risk mitigation

How Neurodiversity Workshops Help

Exceptional Individuals offer a wide range of neurodiversity workshops, such as webinars based on neurodiversity in the workplace.

One webinar that neurodivergent employees who use different learning styles may find helpful is Neurodiversity Inclusive Facilitation:

At 33:36, the webinar asks viewers how they learn best. The different learning styles on the slide are as follows:

• Multi-sensory stimuli
• Clear schedules
• Group work
• Time limits
• Visuals
• Breaks
• On-camera, such as participating in live webinars

Although most of these points steer away from traditional learning styles, multi-sensory stimuli, visuals and on-camera participation may fall under the visual learning category.

Neurodivergent employees can find workshops, such as those offered by Exceptional Individuals, helpful for several reasons:

Personalised Learning Approaches: The Neurodiversity Inclusive Facilitation webinar encourages participants to reflect on how they learn best, recognising that neurodivergent individuals may prefer multi-sensory stimuli, clear schedules, group work, time limits, visuals, breaks, or on-camera participation. This flexibility allows employees to engage in ways that suit their unique learning preferences.

Practical Strategies: By highlighting diverse learning styles, such as multi-sensory and visual methods, the workshops move beyond traditional approaches. This can help neurodivergent employees access information and training in formats that are more accessible and comfortable for them.

Inclusive Environment: Group work and live participation (on-camera) foster a sense of community and inclusion, which is particularly valuable for those who may feel isolated due to their learning differences.

Well-being and Engagement: Features like breaks and clear schedules help reduce overwhelm and support sustained engagement, which can be especially beneficial for individuals with ADHD, autism, or other neurodivergent profiles.

Accessible Resources: The availability of webinars and online resources (such as the embedded video) means employees can access support at their own pace and in their preferred format.

Practical Strategies for Accommodating Learning Styles

Image by Michael Burrows, Pexels

Accommodating the diverse learning styles of neurodivergent employees involves offering flexibility, personalised support, and a multi-sensory approach to training and development. By creating a supportive and adaptable environment, employers can help all neurodivergent employees thrive.

Employers can accommodate learning styles by using these practical strategies:

• Providing clear instructions in both verbal and written formats
• Supplementing information in visual aids, such as flow charts and diagrams
• Breaking down complex information into smaller chunks
• Offering various communication channels, such as e-mail, online chat or in-person meetings
• Providing various formats of learning materials, such as written guides, videos with closed captions or podcasts
• Allowing self-paced learning
• Using multi-sensory methods
• Providing support structures
• Recording sessions or allowing employees to record them
• Creating sensory-friendly spaces
• Offering flexible work arrangements
• Allowing customisation of workstations
• Implementing “brain breaks”
• Educating the workforce
• Focusing on strengths
• Involving neurodivergent employees

The Results: Productivity, Satisfaction and Reduced Stress

Accommodating the diverse learning styles of neurodivergent employees can significantly enhance productivity, satisfaction and stress reduction by leveraging their natural strengths, minimising cognitive friction, and fostering a supportive work environment.

Conclusion

Accommodating the diverse learning styles of neurodivergent employees, such as those with autism, ADHD, dyslexia, and dyspraxia, is essential for fostering an inclusive and productive workplace. By recognising and supporting individual preferences, including visual, auditory, kinaesthetic, and multi-sensory approaches, managers can unlock employees’ full potential, enhance well-being, and drive innovation. Practical strategies like flexible learning formats, clear communication, and personalised support not only improve engagement and satisfaction but also reduce stress and promote retention. Ultimately, embracing neurodiversity benefits both employees and organisations by creating a supportive environment where everyone can thrive.

Managers and organisations should actively embrace and accommodate the diverse learning styles of neurodivergent employees. Start by implementing flexible training methods, offering personalised support, and fostering an inclusive environment where all individual’s strengths are recognised. Invest in neurodiversity workshops and accessible resources to ensure all employees can thrive. By taking these steps, you will unlock greater innovation, well-being, and productivity across your workplace.

If you are a manager of an organisation, you can contact us at Exceptional Individuals about our neurodiversity workshops.

SOURCES

• Indeed’s 8 types of learning styles (with tips and benefits): https://uk.indeed.com/career-advice/career-development/learning-styles
• Waiting Well’s Different Neurodivergent Learning Styles and How to Accommodate Them: https://waitingwell.co.uk/different-neurodivergent-learning-styles-and-how-to-accommodate-them
• Natwest Mentor’s Neurodiversity in the workplace: How to build inclusive environments: https://www.natwestmentor.co.uk/news/neurodiversity-in-the-workplace
• Betterworks’ Embracing the Spectrum: Unlocking the Full Potential of Neurodiversity at Work: https://www.betterworks.com/magazine/how-to-embrace-neurodiversity-in-the-workplace
• Exceptional Individuals’ Neurodiversity Inclusive Facilitation webinar: https://www.youtube.com/watch?v=nSvoT5thRV8&t=18s
• Training Industry’s Building Inclusive Learning Programs: 5 Tips for Empowering Neurodivergent Employees: https://trainingindustry.com/articles/diversity-equity-and-inclusion/building-inclusive-learning-programs-5-tips-for-empowering-neurodivergent-employees
• HMB Training Services’ 10 Tips to Help Neurodivergent Employees: https://hmbtrainingservices.co.uk/latest-news/10-tips-to-help-neurodivergent-employees
• Training Industry’s Inclusive Training Strategies for Neurodivergent Learners: https://trainingindustry.com/articles/diversity-equity-and-inclusion/inclusive-training-strategies-for-neurodivergent-learners
• CuraLinc’s How to Support Neurodiversity in the Workplace: https://curalinc.com/blog/how-to-support-neurodiversity-in-the-workplace
• CPHR Alberta’s Fostering Neurodiversity in the Workplace: https://www.cphrab.ca/fostering-neurodiversity-in-the-workplace