Neurodiversity describes the different thinking styles that affect how people communicate with the world around them. It is often associated with conditions like autism spectrum disorder, dyslexia and attention deficit hyperactivity disorder (ADHD), though it is not limited to these. Unfortunately, a significant stigma still surrounds neurodiversity, partly due to a lack of awareness and supportive infrastructure in professional environments. It is estimated that one in seven people in the United Kingdom are neurodivergent.
Despite this, the veterinary sector could still do better to challenge stereotypes and implement appropriate measures to support individuals who are neurodiverse. The BVA discrimination survey 2021 showed vets with a disability were nearly three times more likely to personally experience discrimination compared to vets without a disability. Further, both this study and the RCVS-British Veterinary Chronic Illness Support disability and chronic illness survey 2024 (Institute for Employment Studies, 2024) found that discrimination was most often encountered from colleagues or line managers.
Acknowledging neurodiversity
Veterinary practices need to recognise and accommodate neurodiversity, both in existing staff and in recruitment processes, to foster an inclusive workplace. Valuing neurodiversity encourages a respectful and supportive work environment where every individual has the opportunity to contribute based on their strengths. This not only enhances collaboration and innovation but also promotes staff retention by creating an equitable and compliant workplace.
By recognising and supporting individuals who are neurodiverse, veterinary practices can cultivate a more dynamic, effective and harmonious workplace, benefiting both their staff and the animals in their care
It is ethically important to ensure that all employees, regardless of neurological differences, have equal opportunities to succeed. By recognising and supporting individuals who are neurodiverse, veterinary practices can cultivate a more dynamic, effective and harmonious workplace, benefiting both their staff and the animals in their care.
Neurodiversity is the understanding that all of our brains are different. That element of diversity in the way we think and the way our brains function is key. It’s important to recognise that neurodiversity also encompasses neurotypical brains
Lacey Pitcher, RVN (RCVS Knowledge, 2023)
How to support neurodiverse team members
Managers and employers play a pivotal role in creating an inclusive environment for neurodivergent employees. Under the Equality Act 2010, individuals who are neurodivergent are entitled to reasonable adjustments in the workplace. Examples of such adjustments might include modifying communication methods, providing sensory accommodations or offering flexible working conditions.
To better understand the needs of employees who are neurodiverse, open and transparent communication is key. By encouraging discussions about neurodiversity, employers can identify necessary accommodations and work to reduce the stigma that often surrounds the topic. Making these adjustments not only ensures compliance with legal obligations but also helps to harness the unique talents that employees who are neurodiverse bring, allowing them to thrive.
In a recent article, Kirstie Pickles highlighted the importance of fostering a workplace culture that encourages individuality and comfort. She summed it up by saying, “Employers that accept employee individuality and how that is expressed will not only gain productivity but also allow employees to flourish” (Pickles, 2020). This message is echoed in Vetlife’s award-winning neurodiversity campaign, which is chaired by Kirstie. The campaign features a collection of lived experience blogs and offers valuable resources for both employees and employers to better understand and support neurodiversity in the workplace.
Disclosing neurodivergence: who, why and how?
For individuals who are neurodivergent, deciding whether to disclose their condition to an employer can be challenging. Disclosure is a personal choice, influenced by various factors such as workplace culture, personal needs and potential consequences.
The Equality Act 2010 guarantees legal rights to reasonable adjustments in the workplace. If a neurodivergent employee believes that accommodations would help them perform their job more effectively, disclosure may be beneficial. Additionally, revealing one’s neurodivergence can reduce the stress associated with “masking” – pretending to be neurotypical – which can be mentally and emotionally exhausting. However, there are potential risks, as the stigma surrounding neurodiversity remains prevalent. Disclosing may result in increased scrutiny or social repercussions within a team.
When disclosing neurodiversity in a professional setting, an employer or trusted colleague needs to allow the individual to be clear and direct. This approach allows individuals to highlight their strengths and any potential impacts their neurodivergence may have on their work, along with specific accommodations that would be helpful. By doing so, employees can frame their differences as strengths that benefit the workplace.
Employees may choose to disclose to human resources, a manager or a trusted colleague. Human resources can ensure confidentiality and legal compliance, while a manager can help with day-to-day adjustments. Speaking to a colleague may provide informal support and foster a culture of understanding.
Partial or selective disclosure: how it can help
Employees are not obligated to disclose everything about their neurodivergence. They may choose to share only the information necessary to secure accommodations
Employees are not obligated to disclose everything about their neurodivergence. They may choose to share only the information necessary to secure accommodations. Selective disclosure to a trusted manager or colleague allows individuals to test how the workplace might react before deciding whether to disclose to a wider group.
It is also advisable to keep documentation of any disclosures and monitor the workplace’s response. This ensures there is a record if appropriate accommodations are not provided or if discrimination occurs.
Why inclusion of neurodiversity is important
Inclusion of neurodiversity within the veterinary sector is crucial for several reasons, benefiting not only individuals but the professions as a whole.
Firstly, addressing workforce shortages and high demand in the veterinary professions requires tapping into a broader talent pool. By creating an inclusive environment, the professions can access highly skilled individuals who are neurodiverse who may have been previously overlooked due to conventional hiring practices.
Neurodiversity is present in the veterinary sector, but we’re not very good at recognising or acknowledging it
Laura Playforth, Group Quality Improvement Director, IVC Evidensia (Veterinary Practice, 2023)
Furthermore, fostering a supportive and inclusive workplace can help reduce the stress and burnout that is common in the veterinary field. Ensuring that employees who are neurodivergent feel valued and supported enhances overall job satisfaction and contributes to a healthier, more productive work environment for all staff.
Neurodiverse teams also bring unique perspectives that can improve communication with clients, including those who may be neurodivergent themselves. This could be particularly valuable when serving families with neurodivergent members, as clear, structured communication may be needed.
Finally, embracing neurodiversity in veterinary education encourages innovative teaching methods that benefit all students, not just those who are neurodivergent. This leads to a more adaptive and empathetic approach to veterinary care.
By promoting neurodiversity, the veterinary professions can build stronger, more innovative teams that provide better care for both their clients and the animals they treat
By promoting neurodiversity, the veterinary professions can build stronger, more innovative teams that provide better care for both their clients and the animals they treat. Neurodiversity enriches the workplace by introducing different perspectives, which can lead to better problem-solving and more inclusive care for both animals and clients. As the veterinary industry continues to evolve, embracing professionals who are neurodiverse will contribute to a more innovative, empathetic and supportive sector.