Mental Health Matters: Investing in Neurodiversity Across Teams for Organisational Success
In 2022, the World Health Organization reported that twelve billion working days are lost each year due to depression and anxiety. And the financial impact of that hits hard, with a survey from Deloitte indicating that the effects of mental health issues could cost private UK companies as much as £56 billion per year.
Stress and anxiety are now one of the most significant health challenges employees face in the workplace. Research by Champion Health shows that 60% of employees surveyed are feeling anxious, and when you look back over the last few years, it’s not hard to see why.
Disregarding employee mental well-being has consequences that extend far beyond individual team members. It can create ripple effects on productivity, morale, and engagement throughout an organisation, ultimately undermining a company's sustainable growth.
The true impact of mental health challenges in the workplace
The 2022 Collins Dictionary word of the year was “permacrisis,” defined as “an extended period of instability and insecurity.” Two years later, things feel equally uncertain, thanks to the ongoing cost-of-living crisis, war, global political instability, and inflation.
(Read more on how to support your neurodivergent employees in a permacrisis here.)
Employees worry about job security and finances, and these concerns can exacerbate the mental load they already carry thanks to personal and family challenges, parenting, and just life in general- quickly progressing to stress and anxiety. For neurominority employees, these challenges can be even more pronounced, requiring tailored support and understanding from employers.
The problem is that our work and home lives are forever intertwined, with each affecting the other.
Employees can’t simply switch off their worries when they come to work. If left unmanaged, stress and anxiety can quickly lead to burnout, decreased productivity and high levels of absenteeism.
The consequences run far deeper than the financial cost. Employees struggling with their mental health are less productive, less engaged, more likely to take sick days, and ultimately, more likely to leave. The knock-on effects on team morale and momentum can be devasting, making it difficult for an organisation to maintain a sustainable talent strategy. Supporting the mental health of all employees is essential for fostering a resilient and thriving workplace.
Recognising the signs of stress and anxiety at work
When neurodiversity means that people think, learn and respond in different ways, it’s no surprise that the indications of stress and anxiety will be different depending on the individual. But there are some common signs to watch out for, including:
Behaviour that’s out of character
Lack of engagement or motivation
Changes in energy levels, such as fatigue or restlessness
Sudden difficulty with focus, energy or decision-making
Physical symptoms like headaches, stomach issues or muscle tension
But it may not always be so obvious that an employee is struggling. ‘Masking’ is the term used to describe when someone hides their true self or feelings to avoid discrimination, stigma, or other negative consequences. It’s often related to neurodivergence, although research shows that neurotypical individuals may also feel the need to mask to fit in. Masking takes a huge amount of effort, and the emotional toll of keeping it up negatively impacts mental health and well-being.
Creating a company culture that supports mental well-being
Organisations can use several strategies and approaches to promote a positive work environment, support employee well-being and foster a culture of inclusivity.
Create psychological safety for employees
Feeling insecure or threatened at work can cause anxiety, even if we're somewhere we usually feel comfortable, like working in our own home.
In a psychologically safe, neuroinclusive environment, employees are comfortable enough to speak up, ask questions, and admit errors without fear of ridicule or getting in trouble. This means team members can be their authentic selves and work to their full potential, and the organisation benefits from the richer contributions of a diverse and inclusive team.
Read more about creating psychological safety in neurodiverse teams here.
Get curious about others
Take the time to understand your employees’ unique experiences and perspectives of what's going on in their world. By doing so, your team will feel seen, heard, and valued.
Celebrate neurodiversity
Individuals who feel accepted and included are more likely to be engaged and motivated to do great work. The strongest teams are formed of people with complementary skills and thinking.
Be flexible where possible
Personal and work responsibilities can be challenging to manage, and by providing some level of flexibility, employees can better balance both aspects of their lives.
Embrace open and honest communication
By breaking down silos and encouraging collaboration, employees can work together more effectively to share ideas and solve problems. Promoting the use of plain language in all company communication is also essential to help everyone participate more fully in discussions and contribute their ideas.
Welcoming two-way constructive feedback is critical to strengthening relationships and making improvements. By openly discussing areas for improvement, employees can feel supported and empowered to grow.
Read my article with advice on delivering constructive and considerate feedback here.
Prioritise rest and recovery
Regular breaks and encouraging staff to take time off will help individuals to recharge, prevent burnout, and work more effectively.
Tap into the benefits of coaching for employee development
Organisations can foster a culture of growth and continuous learning by investing in coaching to help employees achieve future-focused goals. (More on this below.)
Making ‘reasonable adjustments’ and leveraging support systems for employee well-being
Cultivating a supportive atmosphere for mental health at work starts with making ‘reasonable adjustments’ that allow employees to do their jobs better. These adjustments are legally required when you know, or could reasonably be expected to know that an employee is disabled (this can include certain physical/mental health conditions).
You can find out more about reasonable adjustments and how to implement them here on the ACAS site.
But beyond those reasonable adjustments, there are other things you can do to help your employees look after their mental well-being at work, and there is support available to help you do that in the form of the UK Access to Work scheme.
The Access to Work scheme: supporting your employees' mental health in the workplace
Access to Work is a UK government scheme that offers funding and practical support to enable your employees to maximise their potential and be their best selves at work. It’s operated on a grant basis, so funding doesn’t need to be repaid, and at the time of writing (June 2024), employers can receive funding of up to £69,260 per year.
For more details on the Access to Work Scheme for Employers and how to apply, read my article here.
Under the Access to Work scheme, employees can receive specific support to help them manage their mental health. That support could be anything from a tailored plan to help them operate at their best at work to 1:1 sessions with a mental health professional.
Find out more about the specifics of mental health support available through the scheme on the Gov. UK website.
In a broader sense, Access to Work can fund practical enhancements and adaptions to make it easier for individuals with physical/mental health conditions or disabilities to thrive in the workplace.
Depending on the individual circumstances, that could include:
Customised tools and adaptive software
Travel expenses if public transportation is not an option
Physical alterations to the work environment
It also covers support personnel, such as a sign language interpreter or work coach, like me.
What kind of coaching support do I provide, and how does that benefit employees and employers?
My coaching focuses on helping neurodivergent adults reach their full potential, reduce stress, and make a meaningful impact at work. Over 90% of my clients have their support funded by Access to Work.
We’ll use our coaching sessions to talk through how work is feeling tricky or overwhelming for them and what strategies and tools they could use to address that.
That might be conversations around:
Building self-awareness of strengths and areas for adjustment to support focus and improve mental well-being.
Developing self-advocacy skills to ensure their voices are heard and promote neuroinclusivity in group settings.
Managing anxiety around receiving feedback and Rejection Sensitive Dysphoria (extreme sensitivity to perceived rejection) to handle feedback constructively
Addressing the exhaustion and burnout associated with feeling the need to present a polished, masked version of themselves to fit in at work.
Reigniting motivation and passion for their careers to positively impact their mental health and well-being.
Facilitating open conversations with colleagues and managers to build trust and create psychological safety, supporting team cohesion and motivation.
Enhancing communication and collaboration skills to reduce workplace stress and build supportive relationships.
Unlike general wellness programs or blanket policies, my coaching addresses specific challenges and goals, providing practical strategies and tools that employees can implement immediately. That’s why it’s so effective.
Sessions are completely personalised, with one-on-one support specifically tailored to employee needs. This individualised approach helps employees build resilience and reduce stress and empowers them to take proactive steps towards improving their mental well-being for long-term positive changes.
By supporting your employees' mental well-being through an initiative like Access to Work, you demonstrate to the wider team that mental health is a priority. This creates an environment where open discussions about mental health are encouraged, leading to a more empathetic workplace and improved overall employee well-being, which ultimately benefits the entire organisation.
Prioritising employee well-being is crucial for staff retention and sustainable growth
Creating a company culture emphasising curiosity, empathy, kindness, and support can significantly alleviate stress and anxiety and foster employee engagement and commitment.
But the effects of investing in workplace mental health extend far beyond individual employees. By dedicating resources to support employee mental well-being, businesses will benefit from reduced staff turnover, improved performance, and a happier and more positive workplace culture.
For more resources on mental health awareness, take a look at the information available at https://www.mentalhealth.org.uk/.
And if you’d like to have a chat about how coaching can support your team’s mental well-being - either directly or through Access to Work, feel free to get in touch. You can book a discovery call here or use my contact form to send a message here.
Not ready to book a call, but would like to read more? All good. Take a look at my other articles on creating a supportive, inclusive workplace culture over here on the blog.
(And there’s the option to listen rather than read if that’s your preference!)
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About
I'm Victoria Tretis, and I coach neurodivergent adults who feel stuck and overwhelmed in the chaos of daily life. They want to design and achieve their version of success. (I don't believe there is one right way to accomplish this.)
I also work with line managers who want to strengthen the support they provide within neurodiverse teams.
My work is not about rich people getting richer. Instead, sessions are centred around clients wanting to better understand themselves and those around them.