Line managers play a key role in ensuring that employees feel supported and understood in every workplace. This is especially important for neurodivergent employees who may have different needs. A good line manager can make a big difference in helping neurodivergent team members feel comfortable, confident, and able to do their best work.
A line manager is someone who directly manages employees in a team. They help with day-to-day work, provide support, and ensure goals are met. They are often the first person a worker goes to when they need help or have a question.Â
Line managers act as the main point of contact between their team and higher-level management, ensuring that business objectives are met through the supervision and development of their team members.
The key roles and responsibilities of a great line manager include:
They are the core link between the employee and the wider organisation. They not only guide and support their teams but also help implement company policies and drive productivity to shape the working environment and culture.
Line managers work closely with their team every day. They focus on the daily tasks and support of their team members. Other managers, like senior managers and department heads, might look more at the bigger picture and be more involved in the strategic plans for the whole company. As a result, they are typically less directly involved in the day-to-day management of employees and tasks than line managers.
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A good line manager knows that not everyone works in the same way. Their approach should be rooted in understanding neurodiversity as a strength and ensuring that all team members are set up to thrive in their roles. In a neuroinclusive workplace, a line manager should help make sure all team members feel understood and included. They should demonstrate a combination of awareness, empathy, adaptability, and proactive support.Â
Awareness of and Understanding of Neurodiversity
A good line manager will actively educate themselves about neurodivergence, including autism, ADHD, dyslexia and others. Recognising that neurodivergent people bring their own unique strengths and perspectives can help both the company, through driving innovation and problem solving, as well as the individual, through making them feel valued.
Awareness training helps managers tackle the issues of stereotypes and biases, fostering a positive work culture where everyone feels valued.
Open Communication
Effective line managers create an environment where employees feel comfortable disclosing information such as neurodivergence without fear of stigma or discrimination.Â
Individualised Support and Reasonable Adjustments
In any workplace, there is no one-size-fits-all approach. Good line managers should engage in honest conversations with neurodivergent employees to identify their specific needs and agree on reasonable adjustments, such as flexible working, alternative communication methods, or assistive technology. These should be tailored and regularly reviewed, with the individual’s input central to the process.
Proactive Approach to Workplace Inclusion
Managers should not wait for issues to arise. They should proactively consider how work systems, processes and team culture can be made more inclusive for all.
These traits are helpful to every employee, but especially important for supporting neurodivergent people.
There are several key skills needed for line managers to effectively support neurodivergent employees:
Clear Communication: Avoid confusing language. Be direct and specific when communicating.
Flexibility: Understand that different people have their own unique circumstances and may need different ways to work.
Patience: Give people time to learn and work in their own way to help reduce stress.
Kindness and Understanding: Build trust and make employees feel safe and confident to speak up about any of their thoughts and concerns.Â
Line managers are in a great position to help neurodivergent team members thrive at work. Here are some simple but powerful ways to provide support:
Ask what helps
Don’t guess what employees need, actively ask and communicate with them to find out what they need to do their best. Have a private and honest conversation and ask open questions such as:
This shows that you care and are willing to listen. It also helps avoid making assumptions.
Provide Structure
Many neurodivergent people feel more comfortable with clear routines and expectations. You can support this by:
Structure helps reduce anxiety and helps employees feel more in control of their workload.
Offer Quiet Spaces or Breaks
Some neurodivergent people are sensitive to noise, light or busy environments. If possible, provide access to a quiet room or allow noise-cancelling headphones. Offering short breaks when needed can also help them stay calm and focused.
Use Visuals or Written Follow-ups
Not everyone learns best by listening. Some neurodivergent employees prefer to see information written down or shown visually. To help with this, you can:
This helps people process information at their own pace and reduces misunderstandings.
When neurodivergent employees feel supported, they are more likely to stay in their jobs and enjoy their work. Line managers have the closest relationship with their team, so their actions have the largest impact and matter the most day to day.Â
Good line management can lead to the following benefits:
Creating a supportive workplace helps everyone, not just those who are neurodivergent.
HR plays an important role in equipping line managers with the knowledge, skills, and confidence to support neurodivergent employees effectively. Here are some practical ways HR can provide this support:
Facilitate Specialist Neurodiversity TrainingÂ
HR can organise interactive neurodiversity training sessions tailored for line management. These sessions help managers understand neurodiverse conditions, the benefits of neurodiversity in the workplace, and practical strategies for support.
Develop and Share Resources
HR can create and distribute handouts, guides, or toolkits summarising information about neurodiversity awareness, practical adjustments, and communication tips for line managers.
Monitor and Evaluate Impact
Collect feedback from both line managers and neurodivergent employees to assess the effectiveness of the training and support. Then use this to refine processes.
Through taking these steps, HR can help line managers create a more inclusive, supportive, and productive environment for neurodivergent employees, benefiting both the individuals and the wider organisation.Â
Line managers play a large role in supporting neurodivergent employees feel supported and included at work. Through providing the right support and understanding, line managers can make a real difference in helping all employees feel valued and able to succeed.
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