In recent articles I have had a focus on, and wanted to celebrate, the diversity of both housekeeping and the hospitality industry as a whole. I feel that we are a true reflection of society as we have such a diverse range of colleagues.

This made me consider the changes in thinking, practice, policy and procedures we have made to reflect our diverse industry. From there my thinking led to how we have responded to the neurodiversity of current colleagues and how we showcase to potential colleagues what the hospitality industry can offer.

Neurodiversity is a powerful concept that gives recognition to the fact that there isn’t just one ‘correct’ way for brains to function. Instead, it highlights the natural diversity in thinking, learning, and behaviour. Conditions like autism, ADHD, dyscalculia, dyspraxia and dyslexia aren’t simply ‘deficits’; they also bring unique strengths, perspectives, and ways of thinking that can enrich the working environment.

The industry needs to be focused on creating environments that accommodate different needs rather than forcing everyone to fit a single model. By ‘harnessing’ neurodiversity it can bring a wealth of benefits, making the workplaces more inclusive and innovative.

So, what are the benefits? We can start with diverse problem solving and innovation. Neurodivergent individuals often think in unique ways, leading to fresh perspectives and creative solutions in science, technology, education, and beyond. There’s that now cliched saying ‘thinking outside the box’. Well, some people do this much more easily than others!

We are always seeking a naturally stronger and more inclusive workforce. When we accommodate different cognitive styles, they unlock the full potential of employees, leading to higher engagement, productivity, and job satisfaction.

Let’s not forget improved educational and training outcomes. Tailoring education to different learning needs supports academic success and helps colleagues thrive, rather than forcing them into a restrictive ‘one size fits all’ system.

Greater inclusion and empathy. Neurodiversity being the ‘norm’ reduces stigma, foster’s acceptance, and creates stronger working teams where differences are valued rather than marginalized. They are identified as a valuable resources.

By embracing neurodiversity we are better equipped to handle change, due to the benefits from the varied strengths of different thinkers. Neurodiversity can have a profound impact on workplaces, influencing productivity, innovation, and overall company culture. Here’s how:

• Fostering innovation Neurodivergent colleagues often bring fresh perspectives, thinking outside the box in ways that lead to breakthroughs in problem-solving and innovation.

• Increasing productivity and retention of staff Accommodating different working styles – such as flexible schedules, quiet workspaces, or assistive technologies – allows neurodivergent employees to thrive, reducing burnout and turnover. This can also have an impact for all colleagues.

• Expands customer and market insight Having an appreciation of neurodivergent perspectives can help businesses better understand diverse customer needs, leading to more inclusive products and services.

• So how does this impact on training? Training neurodiverse candidates requires the industry to adapt methods to support different learning styles, strengths, and challenges. We need flexible learning approaches and to offer a blend of learning practices in multiple formats, such as using videos, written guides and practical work to cater to the varied processing styles. Providing self-paced options allows individuals to absorb information at their own speed.

It’s important to ensure that communication is clear, concise and structured, avoiding unnecessary complexity. And breaking learning into ‘step-by-step’ processes reduces cognitive overload. Make sensory and environmental adjustments which minimise distractions by offering quiet training spaces, and if this is not possible noise-cancelling headphones. It’s about creating sensory friendly environments to support learning.

Where possible use assistive technologies and tools such as speech-to-text software, screen readers, and visual aids for different needs. Having access to interactive elements like gamified learning can increase engagement. Providing mentorship and coaching support to learners can provide guidance in a less pressurised way while ensuring feedback is regular and constructive.

When it comes to assessment we should consider varied ways that will play to the strengths of the candidates, ensuring reasonable adjustments are in place where ‘tests’ are required.

So, as you can see we are already doing and have in place best practice we just need to review and work with our teams to provide the best and most accessible opportunities.

We can also think about how we recruit neurodivergent staff into our profession, but that perhaps is another article.

What we must do is realise neurodivergence isn’t a disorder—it’s simply a different way of thinking and experiencing the world.

Delia