How benefits advisors can support neurodiverse employees

In today’s corporate world, inclusivity reaches far beyond gender, race, and age. It now also involves understanding and embracing the full spectrum of human neurological development, otherwise known as neurodiversity. Benefits advisors, responsible for guiding clients through complex benefits policy landscapes, play an essential role in cultivating workplaces that celebrate and support neurodiverse employees. To champion this cause, it’s crucial to comprehend what neurodiversity truly means, the unique strengths neurodiverse individuals bring to the workplace, and strategies to cultivate an inclusive environment.

What is neurodiversity?

The neurodiversity umbrella concept encompasses those with neurological differences such as ADHD, autism, dyslexia, learning disabilities, developmental disabilities and other neurocognitive variations. Human brains think and learn differently – they are as naturally diverse as our fingerprints. In fact, Australian sociologist Judy Singer first used the word “neurodiversity” in 1998 to describe the wide range of brain functions and the development that naturally occurs in the human population. It has recently become more commonly used and accepted as part of an effort to steer away from descriptors such as “normal” or “abnormal.” 

What neurodiversity brings to benefits

The neurodiverse community holds an exceptional pool of untapped potential that is increasingly being recognized and harnessed by industries worldwide. In the complex world of insurance, they offer a spectrum of unique capabilities, ranging from enhanced problem-solving skills to increased loyalty.

With their alternative cognitive frameworks, neurodiverse employees can contribute innovative thinking and offer problem-solving strategies that are invaluable to the ever-evolving realm of employee benefits. This can catalyze unique solutions for claims handling, data processing, and customer service enhancements like advising on the best opportunities for client’s benefits packages.

Many neurodiverse individuals possess an extraordinary ability to concentrate on intricate details, which can be leveraged for detailed benefits policy analysis and thorough case management or understanding crucial compliance regulations. With their data processing skills, neurodiverse employees can also offer advice on how to minimize premiums based on different factors.

On an interpersonal level, neurodiverse individuals can enhance the workplace social environment. They can contribute to a cohesive team spirit and be an excellent resource to aid neurodiverse clients during their benefits journey by encouraging empathy, understanding and better communication. 

Furthermore, neurodiverse employees often prefer stability and routine, which means they are likely to remain in a job and environment in which they’re comfortable, thereby reducing staff turnover.

Becoming a neuro-inclusive workplace

Creating an inclusive workplace for neurodiverse employees extends far beyond mere hiring practices. It involves fostering an environment of acceptance, understanding, and adaptability. Here are some strategies that benefits advisors can advocate for:

1. Education and training: Ensure managers and staff understand neurodiversity and its implications. An informed workforce can more effectively support and empathize with neurodiverse colleagues, cultivating a more inclusive office culture. Also, consider investing in e-learning platforms with visual, auditory and kinesthetic learning methods, which can be particularly useful for neurodiverse individuals who might find traditional learning methods challenging.
2. Personalized approach: Recognizing that every individual, neurodiverse or not, has unique needs and strengths is crucial. Allow flexibility in work styles, schedules, and tasks to accommodate these differences. 
3. Adapt physical environments: Noise, light, and office layout can disproportionately affect those with sensory sensitivities. Making reasonable adjustments can significantly improve working conditions for neurodiverse employees. For example, if you have a neurodiverse employee who is over-stimulated by sounds, providing an option to work in a quiet work zone can help them – and your business – be more successful.
4. Foster an open culture: Encourage dialogue about neurodiversity, promote success stories, and address any concerns directly to create a sense of belonging. This can mean creating an open, inclusive space where people feel comfortable sharing and getting resolutions to challenges neurodivergent people face in the workplace.
5. Invest in the right technology: Unintegrated applications with manual steps and laborious data entry present a challenge for any benefits advisor. Neurodiverse individuals may find these roundabout, repetitive tasks lead to increased anxiety and sensory overload. Implementing the right technology that streamlines the end-to-end benefits lifecycle can reduce cognitive load, lessen stimulation from switching between multiple platforms, and decrease manual errors.

Time to invest in neurodiversity

Championing neurodiversity in the workplace is not just about driving inclusivity, but about recognizing and tapping into a potential talent pool that can bring remarkable skills to the table. Advocating for neurodiversity can yield significant value and competitiveness within the benefits industry while promoting a more accepting and understanding society overall. 

Tarra Seawright is Sr. Diversity & Inclusion Manager at Applied Systems.