In a recent Printweek poll, just 8% of respondents said they actively hire neurodiverse staff – meaning people whose brains process information differently, with dyslexia, ADHD, Tourette’s, autism and learning disabilities all falling under the umbrella term.

Around 15% of the UK population are neurodivergent, with some studies giving higher estimates of up to a fifth (20%).

And while 21% of printers said they were aware they had neurodivergent staff, a majority (55%) of printers said they either didn’t hire neurodivergent people or didn’t actively think about it.

And while there is some appetite among printers to learn more – around one in six (16%) admitted they didn’t know enough about the subject. This lack of awareness among printers may mean they are missing out on the huge benefits neurodivergent people can bring to businesses when properly supported, according to experts.

“Neurodivergent people, with their ability to think outside the box and see things differently, can make huge differences in any industry,” explained Jane Stratton, a cognitive learning specialist tutor for neurodivergent people.

“They tend to be extremely hard working, honest, and what you see is what you get. They tend to have very high abilities with detail and strive to do things well. If given the right chance, they are also more likely to stay put and not be chasing the next opportunity elsewhere.”

Stratton has recently supported Scottish print firm CX Services in hiring and training an apprentice with Asperger’s Syndrome.

Greg Girard, the firm’s managing director, told Printweek that the apprentice, Riley, had been a massive asset to the firm, with an outstanding level of both competence and dedication to the role.

According to Girard, the opportunity would not have come without the company first making clear it was open to hiring neurodiverse staff.

“We had a phone call from someone who was neurodiverse, but had been afraid to apply for jobs as he felt he wouldn’t have a chance,” he said.

“Knowing that we were an employer that was open to neurodiverse people gave him that confidence to apply.”

Stratton added: “There needs to be a clear policy for diversity and inclusion written into the business ethos – and that should be on the website so that neurodivergent people can see it.

“It needs to do more than just state intentions, it needs to give examples of how accommodating and understanding the workplace will be to allow a neurodivergent employee to thrive”

Training – and not just online ‘box-ticking’ – is crucial to understanding the struggle that neurodivergent people face in the workplace, and how an employer can unlock huge potential by giving people the support they need.

Wide-format printer and social enterprise Nuneaton Signs was set up with the mission to support employment for disabled people, with 70% of its 80 staff having some level of disability, whether physical or mental.

Not only does the business give transformative opportunities to local people, but it has seen significant business success, with a highly dedicated team, winning major tenders such as a £1.6m contract for HS2.

Holly Hunter, head of social value and marketing at Nuneaton Signs, told Printweek: “It really changes a person, being given an opportunity – and it’s amazing for their confidence.”

And while they are not held under the neurodiversity banner, Hunter encouraged printers to consider employing people with learning disabilities, too.

“The proportion of individuals that have a learning disability in paid employment is staggeringly low – just 4.8%,” she said.

“That’s why it’s so important, particularly in a manufacturing facility, where work can be repetitive, [to employ them]. It’s an area where someone with a learning disability can thrive, because they can home in on that task and become an expert in their field quite quickly, it’s fantastic for building confidence.”

For Dan Harris, founder of charity Neurodiversity at Work, input from the top is crucial to building a supportive environment where neurodiverse employees can thrive.

“Businesses are increasingly understanding that diversity of thought is only a good thing for client outcomes and project deliverables,” he told Printweek.

“The crucial thing is having senior level, executive support. It’s about coming out and telling people that you’re on a journey – we’re not doing things perfectly, but we recognise that neurodivergent folk are the one in five in our workforce, and we want to get it right.”

The BPIF told Printweek it had begun building neurodiversity support into its training programmes to try and help the industry become more inclusive, and to take advantage of the diversity of thought and specific skills many neurodivergent people hold.

Karly Lattimore, managing director of BPIF Training, said: “We are increasingly recognising the range of neurodiverse needs of our apprentices and are committed to championing neurodiversity within our apprenticeship programs. 

“Creating an inclusive and supportive environment benefits our apprentices and enhances our industry's overall success. We are actively improving our processes for identifying and supporting neurodiverse apprentices. This includes reviewing our assessment methods to ensure they are inclusive and developing tailored support strategies that cater to individual needs.  

“We aim to create a more inclusive apprenticeship experience that celebrates and embraces the unique differences of all our apprentices. We believe that a better awareness of neurodiversity among employers in the printing industry can lead to greater innovation and success.”