Un-tap Neurodiversity to Revive your Workplace Culture

Neurodiversity is more than just a buzzword, it’s a revolution that’s shifting the accounting industry. From the outside, the accounting world seems governed by logic. Yet, when you peel back the layers of trial balances and NI thresholds, you’ll find an industry that thrives on the diversity of the human brain.

The likes of multitasking, creativity, attention to detail, and outside-the-box thinking are always valued skills in the industry. With an estimated 15-20% of employees being neurodivergent, Neurodiversity Celebration Week is an annual reminder to give credit to that percentage in the industry who aren’t celebrated enough.

So how can you, as an incredibly busy accountant, leverage the benefits that come with cognitive diversity?

Remove the stigma around neurodiversity

While the stigma is slowly lifting, you need to implement a culture in your firm that removes stigma around neurodiversity.

Neurodiverse employees need to feel comfortable enough to disclose and communicate their needs. It’s not enough to briefly mention it in a meeting or a company update. It’s an integral part of who they are, and it should feel as easy to discuss as filing a tax return. So, by fostering a culture of openness and understanding, you’re setting the stage for meaningful progression in your employees and in your firm’s culture.

The importance of hiring neurodivergent staff

Hiring those who are neurodivergent shouldn’t be seen as something to tick off a diversity checklist, but rather a strategic choice for your firm.

For example, a neurodiverse team can bring a unique blend of skillsets and perspectives. In fact, research suggests that teams with neurodivergent professionals can be 30% more productive than those without them, due to their unique cognitive abilities and approach to tasks. So, by hiring neurodivergent staff, you’re unlocking potential for higher levels of accuracy, next-level problem solving, and innovation. This in turn improves the level of service you provide for your clients, and could boost the image and reputation of your firm.

Reassess workspaces for neurodivergent employees

Just acknowledging neurodiverse staff when you’re in the office isn’t enough you have to create an environment that fosters their growth and development.

Once you’ve got a good understanding of the specific conditions that are required for your team, adjust office spaces and remote setups accordingly to cater to sensory sensitivities. Remember, there’s no one-size-fits all, so make sur to communicate with your team before implementing any adjustments.

For example, open-plan offices (along with their noise and distractions) are often a less-ideal choice for some individuals. This can be remedied by offering more flexible working arrangements like working from home or offering flexible hours. If working from home isn’t an option, then noise-cancelling headphones, lighting adjustments, borders around desks and sit-stand desks can help better align neurodiverse employees to their workspaces.

By creating a more accommodating work environment, you can benefit from higher engagement, retention, and productivity rates from neurodiverse employees, ultimately leading to a more competitive practice.

Learn from diversity leaders

Look to industry leaders who have actively embraced neurodiversity. For example, firms like Q Accountants, are setting the standard for inclusivity. To learn more about their story, click the link at the bottom of the page.

In terms of DEI, simple steps like offering internships or mentorship programmes for underrepresented groups in the accounting field can make a difference. These initiatives not only aid in diversifying the industry but also bring fresh perspectives and ideas to your firm, enhancing innovation and problem-solving.
– Daniel Ellis, Q Accountants

Quite frequently we’d sit down and ask ourselves what are we doing? What more can we do? And all these great projects just naturally fell out of those conversations so we decided we should shout about it and try to be an example in the industry.
– Daniel Ellis, Q Accountants

Commit to diversity

Embracing neurodiversity in your firm is an opportunity to continue improving, learning, and evolving. This Neurodiversity Celebration Week (and every other week to come!) should be seen as an opportunity to let this diversity shine through your firm. By adopting similar practices like we’ve mentioned above, you can begin your firm’s own transformation today.

This content may have been developed with the assistance of AI tools. Content is reviewed by a member of the Bright team before publication. Guidance on legislation can be obtained from your industry body.