A new guide for managers in construction has been launched to help reduce the barriers faced by neurodiverse workers.
The Neurodiversity in Construction: A Manager’s Toolkit has been published in the wake of the development of an industry training programme on the topic earlier this year.
The scheme followed a 2023 survey by the National Federation of Builders (NFB) that found a quarter of operatives considered themselves to be neurodiverse.
Some 36 per cent of those said they had not told anyone at work about their condition, with many indicating they were worried about how they would be perceived by others.
Neurodiversity refers to different thinking styles that affect day-to-day functioning. Common neurodiverse conditions include autism, attention deficit hyperactivity disorder (ADHD), dyslexia and dyspraxia.
Since January, hundreds of people have been trained on the issue through eLearning, training workshops and a webinar.
The 46-page toolkit offers advice on a wide range of managerial aspects, including creating psychologically safe teams and implementing reasonable adjustments.
It has been published by contractor Interclass in partnership with the NFB and consultancy and training business Genius Within, with Construction Industry Training Board funding.
Interclass preconstruction and marketing manager Sara Barnes said: “Every manager in construction has a role to play in supporting their team in the best way, and the toolkit will help them do just that. It is full of practical tools and guidance to help managers create neuroinclusive teams and support the performance and wellbeing of neurodivergent employees.”
NFB chief executive Richard Beresford added: “Our research showed that despite one in four construction workers considering themselves to be neurodiverse, stigma and barriers remain.
“This resource gives managers the confidence and ability to change that. We encourage every employer to use it, not just to comply with best practice, but because neuroinclusivity unlocks talent, boosts innovation, and makes our industry stronger.”
Some top tips for neuroinclusive communications, from the report:
- Give advance notice of tasks and materials to prep whenever possible such as new safety procedure documents prior to training or toolbox talks.
- Provide multiple formats, such as written summaries, visual aids and audio recordings to support preferred learning styles or needs.
- Avoid ambiguity with instructions by explaining your request or change and the reason for it.
- Avoid ambiguous language that may be interpreted differently, such as “be proactive”, “you need to get your head in the game”, and “bring your whole self to work”.
- Implement anonymous feedback systems.
Conversations with team members:
Not all neurodivergent individuals will know about, or feel comfortable sharing, their neurotype and it isn’t something you should ask them about directly. Given this, consider discussing the following questions with ALL your team members:
- How do you communicate, learn and work at your best?
- How can I support you to work at your best?
- What do you find challenging?
- What strategies may help?
- What are you good at?
- How can we use your strengths?
Read More
Ian Weinfass