Executive summary

A 2022 IET survey found that almost one in five people from our IET Volunteer community who responded (19%) identified as definitely or possibly neurodivergent.

The clear message is that there is an urgent need to make engineering and technology more inclusive for neurodivergent people. The reported experience is not, in general, a positive one.

As this report explains, the figure of 19% is likely to underestimate the representation of neurodivergence within the sector, which means that many people face significant barriers to being themselves and achieving their potential at work.

It also indicates a huge missed opportunity, in terms of exploiting the strengths of neurodivergent people. For employers, failure to create an inclusive environment also represents a direct financial risk, with the number of tribunals linked to neurodiversity on the increase and awards worth tens of thousands of pounds being made.¹

Around half of the engineers and technicians who participated in the focus groups have a formal diagnosis of neurodiversity. Whether or not they have a diagnosis, however, many say they hesitate to be open at work because they observe and experience a lack of awareness and understanding from colleagues and managers.

They know there are risks in speaking up - in terms of stereotyping, stigma and the impact on their career, for example - and often calculate that the risks they face outweigh the benefits.
Neurodivergent engineers and technicians bring many and varied strengths to their work.

Too often, however, these strengths are not recognised or appreciated by managers, colleagues or employers.
Not all of the workplace challenges that neurodivergent engineers and technicians have to face are related to the specifics of their neurotype.

The challenges they face can be the result of a range of other factors: a lack of awareness and understanding; expectations and definitions of workplace behaviour in which a neurotypical approach is embedded; distracting and noisy working environments; the challenge of accessing workplace adaptations; and the impact all of these have on sustaining good mental health and well-being.

Identifying as a member of an under-represented group within the sector, such as being a woman or minoritised ethnicity, often magnifies these challenges.

The good news is that it is clear what needs to be done to build a more neuroinclusive environment in engineering and technology.

Participants identified seven key areas where change is needed:

This report concludes with specific recommendations for action targeted at managers and colleagues of neurodivergent engineers and technicians, at employers, and at external partners.

It also suggests ways in which neurodivergent engineers and technicians can better navigate the workplace and achieve their potential, based on insights shared with us through this study.

Finally, we make commitments to make engineering and technology truly inclusive for all neurodivergent people.

References