The majority of project managers in construction believe their company has directly benefited from extra adjustments to accommodate neurodivergent staff, according to new research.
According to the respondents, making workplaces more inclusive and accessible for neurodivergent people can bring benefits such as better problem solving, risk management and long-term planning.
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In addition, 98% said that construction project management is welcoming and supportive of people who are neurodivergent, which includes conditions such as autism, ADHD, and dyslexia.
However, many of those surveyed also think policies could be improved even further, with the majority saying their companies need more guidance on neurodiversity and how to accommodate neurodivergent staff.
Adam Boddison, chief executive of APM, said: “These results show that the project profession is in an excellent place when it comes to inclusive policies that actually make a tangible difference.
“While the figures around the benefits of having a neurodiverse team and the welcoming environment the industry has created are brilliant to see, the survey shows the project profession is not resting on its laurels.
“Many of the professionals surveyed are open to learning more about how hiring and training policies can be enhanced even further to ensure talented, neurodivergent individuals can find a place within the industry.
“It is pleasing to see that project management is doing many of the right things to not only welcome those with a neurodivergent condition, but doing so in a way that helps their projects succeed.”
Promoting diversity
In August, APM shared its Promoting Neurodiversity report which showed that neurodivergent colleagues could help businesses become more successful if workplaces become more inclusive.
APM has urged companies to adopt seven recommendations:
- Promoting neurodiversity awareness and training.
- Enhancing disclosure processes.
- Implementing reasonable adjustments and flexible policies.
- Reassessing recruitment and training practices.
- Fostering supportive networks.
- Redesigning workspaces and meeting environments.
- Focusing on strength-based task assignment.
