Why Managers Often Overlook Communication Styles – and How Neurodiversity Workshops Fix This

Featured image by Anna Shvets, Pexels

Overview

This article will explain to managers and employers why communication challenges stem from neurodiversity – not poor performance or attitude. In this article, we will show how neurodiversity workshops can uncover these invisible barriers and equip managers with the right tools to be able to communicate effectively.

Introduction

Neurodivergent employees can use various communication styles. While dyslexic employees may prefer spoken communication, autistic employees may prefer written communication. 

Neurodivergent employees may also prefer open-ended questions (e.g., “How is your workday going?”) to general statements (e.g., “I hope your workday is going well.”) because their workdays may not always go to plan and the employee could be prone to having a meltdown, especially if they are autistic. 

However, managers and employers may overlook these preferred communication styles. This could be due to factors such as a lack of neurodiversity awareness. By offering managers and employers the opportunity to attend neurodiversity workshops, they should be able to gain a better understanding of neurodivergent employees’ preferred communication styles. 

Why Communication Differences Go Unnoticed

Image by Porapak Apichodilok, Pexels

Line managers often struggle to support neurodivergent employees due to uncertainty about how to do so. They may fear saying the wrong thing, not knowing if someone is neurodivergent, or making them uncomfortable. Line managers may also be unsure where their responsibility starts and ends, whether to wait for HR or make reasonable adjustments. They may also be uncomfortable with making formal adjustments, which could leave neurodivergent employees without the support they need to thrive. 

A 2024 ACAS study found that 59% of line managers lacked knowledge about making reasonable adjustments for neurodivergent employees, and 39% found it difficult to start conversations about it.

The Impact of Overlooking Communication Differences

Line managers who overlook communication differences can negatively impact neurodivergent employees. These employees may face difficulties with communication and social interactions, sensory overload, executive functioning challenges, masking, perfectionism, rejection-sensitive dysphoria, exhaustion, stigma, misunderstandings, and mental health issues. 

Research by Psychology Today shows that 65% of neurodivergent employees fear discrimination from their line managers, which may prevent them from disclosing their diagnoses or requesting accommodations. Additionally, 33% of neurodivergent employees report a negative impact on their mental well-being, while 21% report a negative impact on job performance due to their line managers overlooking their communication differences.

Why Neurodiversity Workshops Open Managers’ Eyes

Image by Pavel Danilyuk, Pexels

Exceptional Individuals offer a plethora of neurodiversity workshops. One example that could open managers’ eyes is about Finding an Inclusive Employer. 

Topics covered in this webinar include the following:

• What an ERG (Employee Resource Group) is.
• Disability Confident Leaders (including Exceptional Individuals)
• The Equality Act 2010
• How managers can be inclusive.

At 32:37, the workshop explains that managers can be more inclusive in the following ways:

• Rethinking recruitment, such as recreating it to attract more neurodivergent talent. 
• Educating staff, such as asking their neurotypical employees if they have an awareness of neurodiversity. 
• Open conversations, such as if employees have disclosed their neurodivergence.
• People skills for managers, such as soft skills and empathy skills.
• Reasonable adjustments that can help neurodivergent employees thrive in the workplace. 

Another Exceptional Individuals workshop that can open managers’ eyes is Navigating Neurodiversity and the Workplace: Neurodivergent Strategies.

At 26:19, the workshop explains how managers and colleagues can deliver the following inclusive roles:

• Key practices, such as active listening and fair opportunities.
• Leadership model guidelines
• Core emotional intelligence roles, such as self-awareness, self-regulation, motivation, empathy and social skills
• The benefit of boosting team dynamics.

By attending these workshops, managers open their eyes by moving from passive awareness to active inclusion. They learn not just why neurodiversity matters, but how to make tangible changes – rethinking recruitment, fostering open conversations, and making reasonable adjustments. This leads to a more inclusive, innovative, and supportive workplace for everyone.

Why Managers Respond So Well to These Sessions

Managers respond well to neurodiversity training sessions primarily because the training provides practical tools to support their teams and highlights the significant business benefits, such as increased innovation, productivity, and employee retention. 

The Results: From Misunderstanding to Meaningful Collaboration

Image by Yan Krukau, Pexels

Managers misunderstanding neurodivergent communication can lead to decreased performance, burnout, and missed opportunities, but changing communication styles can result in improved collaboration and a more inclusive workplace. By adopting clearer communication, offering personalised support, and creating psychological safety, managers can transform misunderstandings into meaningful collaboration and unlock the valuable strengths neurodivergent employees bring, such as attention to detail and creative problem-solving. 

Conclusion

Managers often overlook the diverse communication styles of neurodivergent employees due to a lack of awareness and uncertainty about how to provide support. This can lead to misunderstandings, reduced well-being, and missed opportunities for both individuals and organisations. Neurodiversity workshops, such as those offered by Exceptional Individuals, equip managers with practical tools and insights to recognise and embrace these differences. By fostering open conversations, rethinking recruitment, and making reasonable adjustments, managers can create a more inclusive and collaborative workplace, unlocking the unique strengths of neurodivergent employees.

Call to Action for Managers

Take proactive steps to support neurodivergent employees in your team. Attend neurodiversity workshops, such as those offered by Exceptional Individuals, to gain practical tools and insights. Foster open conversations, rethink recruitment processes, and make reasonable adjustments to create a truly inclusive workplace. By embracing diverse communication styles and prioritising psychological safety, you can unlock the unique strengths of your team and drive meaningful collaboration and innovation.

You can contact us at Exceptional Individuals about our neurodiversity awareness training and workshops.

Sources

M.EL. Research’s Neurodivergent Perspectives in the Workplace: https://melresearch.co.uk/industry-insights/neurodivergent-perspectives-in-the-workplace/ 

Psychology Today’s Why Ignoring Neurodiversity Is a Major Business Risk: https://www.psychologytoday.com/gb/blog/a-hidden-force/202506/why-ignoring-neurodiversity-is-a-major-business-risk 

Exceptional Individuals’ Getting Career Ready: Finding an Inclusive Employer (Re-Upload): https://www.youtube.com/watch?v=HxowlsUD0EA&t=5s 

ScienceDirect’s Mapping the lacunae between neurodivergent individuals and work organizations: https://www.sciencedirect.com/science/article/pii/S0001691825004469#:~:text=Along%20similar%20lines%2C%20Pellicano%20and,et%20al.%2C%202023).

ACAS’s Reasonable adjustments at work – Adjustments for neurodiversity: https://www.acas.org.uk/reasonable-adjustments/adjustments-for-neurodiversity