In our latest episode of the A Case of the Mondays Podcast, Rameez had the privilege of speaking with Mel Francis, founder of Neuroinclusive HR and Director of Neurodiversity at Work. With over 30 years of HR leadership experience, Mel has become a powerful voice in making workplaces more neuroinclusive.
A Personal Journey into Neurodiversity
Mel's journey into neurodiversity advocacy began with her son. When he was experiencing high anxiety at age 10, she sought help through the NHS but faced an 18-month waiting list. Through private assessment, her son was diagnosed with OCD and autistic traits, leading to a formal autism diagnosis. This personal experience opened her eyes to how neurodiversity impacts the workplace.
"This is all of us," Mel explained. "We've all got a brain, therefore we are all neurodiverse." Her insights highlight an important distinction – while every person has a unique brain (neurodiverse), about 20% of people have brains that function differently from the majority (neurodivergent).
Common Misconceptions About Neurodiversity
The conversation revealed some persistent misconceptions about neurodiversity in the workplace:
1. Neurodiversity is often equated only with autism
Mel noted that while autism receives significant attention, other conditions like dyslexia, dyspraxia, and dyscalculia are much more prevalent but less discussed.
2. Labels are assumed to tell the full story
"If you've met one person with autism, you've met one person with autism," Mel emphasised. Each neurodivergent person has unique strengths and challenges that can't be reduced to stereotypes.
3. Recruitment processes are often unintentionally exclusive
Many organisations create unnecessary barriers through rigid recruitment structures and assessment methods that don't reflect job requirements.
4. Accommodations are seen as special treatment
Many adjustments that benefit neurodivergent employees actually improve working conditions for everyone. Not only that, but it's important to note that making adjustments for anyone at work who needs it—whether it be down to a physical disability or neurodiversity—is not special treatment, it is a requirement.
Practical Steps for Creating a Neuroinclusive Workplace
Mel shared valuable strategies for organisations looking to become more neuroinclusive:
Reimagine Your Recruitment Process
Rather than sticking to traditional methods, consider:
- Simplifying job descriptions to focus on essential skills
- Sharing interview questions in advance
- Creating practical assessments that genuinely reflect job requirements
- Offering multiple formats for information
As Mel pointed out, "If you're looking to recruit someone to be a driver, a competency-based interview is not going to tell you how good a driver they are, but having a practical driving session will."
Improve the Employee Experience
For existing employees, simple adjustments can make a significant difference:
- Creating a dictionary of acronyms used within the organisation
- Sending meeting agendas in advance
- Setting clear deadlines for projects
- Providing information in multiple formats
- Offering flexibility in work environments
These changes don't require significant investment but can dramatically improve the experience for neurodivergent employees.
Train Leadership and Build Awareness
A shocking statistic Mel shared was that 72% of neurodivergent employees won't disclose their neurodivergence at work because they fear negative impacts on their career. This highlights the crucial need for:
- Training HR professionals and managers
- Creating neurodiversity champions within the organisation
- Building psychological safety so employees feel comfortable requesting accommodations
The Future of Work is Neuroinclusive
The COVID-19 pandemic accelerated many positive changes for neurodivergent employees, particularly through remote and hybrid working options. These arrangements allow people to work in environments where they can thrive, reducing sensory overload and unnecessary commuting stress.
However, Mel expressed concern about the recent trend of companies mandating returns to the office. Organisations must consider how physical workplaces can accommodate different needs, including:
- Creating quiet spaces alongside open-plan areas
- Allowing genuinely flexible working hours
- Supporting the use of headphones or other concentration tools
- Giving options for camera-off participation in video meetings
Next Steps for HR Professionals
For those looking to begin their neurodiversity journey, Mel recommends:
- Following Professor Amanda Kirby's work through Do It Solutions
- Exploring resources available through Neurodiversity Celebration Week
- Engaging with neurodiversity champions and experts
- Understanding legal requirements under the Equality Act
Why This Conversation Matters
With approximately 20% of the population being neurodivergent, every organisation already employs neurodivergent individuals. Creating environments where these employees can thrive isn't just about compliance—it's about unlocking human potential and building more innovative, productive workplaces.
As Mel beautifully summarised: "Understanding that we're all different and we all do things in different ways means that we can really create an environment of acceptance and tolerance of the different ways in which we want to work."