Opinion | Building a better future
Why employing neurodivergent workers is key to building a better future
As the UK construction industry faces significant skills and labour shortages, it is time to recognise the potential of a group of often overlooked, talented individuals: neurodivergent workers, including those with autism. By providing the right support and opportunities, we can tap into their strengths and abilities, promote diversity and inclusivity and create a more innovative and resilient workforce.
DAWN MOORE
Autism is a lifelong developmental disability which is estimated to affect one in 100 people in the UK. It is a complex condition that affects individuals in different ways, but common symptoms include difficulties with social interaction, sensory processing and executive function.
However, many autistic individuals also have unique strengths such as attention to detail, pattern recognition and logical thinking, which can be highly valuable in the construction industry. Furthermore, a neurodiverse workforce can bring fresh perspectives, problem-solving and teamwork that can benefit everyone.
Sadly, many young people with autism face significant barriers to employment, including lack of access to work experience, limited support for transition from education to work and discrimination in recruitment and workplace practices.
According to the Employ Autism programme, only 29% of adults with autism are currently in employment, despite 99% of young autistic people expressing a desire to work. This is not only a waste of talent and potential but also a source of long-term costs to individuals and society in terms of health, social care and welfare support.
As an industry we need to come together to provide fair opportunities to gain work experience and permanent employment to the UK’s 75,000 young people with autism, by ensuring that the right support is in place.
Fortunately, there are initiatives such as the Employ Autism programme, which aims to provide paid internships and employability support for autistic candidates and to raise awareness and understanding of autism in the workplace.
I am proud to say that Murphy has recently become the first construction company in the UK to join this programme by signing a new autism charter.
This commitment means that we will offer paid internships to autistic candidates, with training provided by Ambitious about Autism, a charity that supports autistic children and young people and their families.
“A neurodiverse workforce can bring fresh perspectives, problem-solving and teamwork that can benefit everyoneWe believe that this initiative will help increase the number of autistic people in full time employment and enable workplaces to be truly neurodiverse. We have already identified opportunities in planning, design, operations and other areas and are committed to permanent roles after the internship where possible.
By diversifying our workforce and embracing neurodiversity, we can enhance our competitiveness and creativity as an organisation, as well as contribute to the social and economic wellbeing of the communities we serve. We hope that other construction companies and industry bodies will join us in this journey towards a more inclusive and innovative construction sector.
Of course, employing neurodivergent workers is not a solution for all the challenges facing the construction industry, such as productivity, skills shortages and sustainability. But it is a step towards building a better future that values and respects the diversity of our workforce and society. Together we can create a construction industry that is not only fit for purpose but also inspiring and welcoming to all.
- Dawn Moore is group people and communications director at J Murphy & Sons