Around one in five people in the UK are neurodivergent, according to data from health insurer Bupa.
People often think that neurodivergence is mainly autism and ADHD, but it’s more wide-ranging than that, including dyslexia, dyspraxia, dyscalculia and tic disorders such as Tourette’s syndrome.
Each condition can influence the way people approach work and corporate travel. However, the reassuring news is that there are ways to help and support neurodivergent employees when they are on the road.
A good place to start is to better understand the different types of neurodivergence, which can inform and empower employees, business owners and corporate travel managers. From there you can build more comfortable and productive travel programmes for your neurodivergent employees. Below are my top tips, based on our experience within SilverDoor.
Location and detail
The more information you can provide in advance of a trip, the more you can alleviate stress and anxiety. Take time to clearly outline every step of the trip and associated work expectations. This can include not just how to download any required apps and check-in online but also procedures and processes for airports and train stations.
Include, for example, clear timings and where departure boards are located, which gate or platform employees need to get to, where to access trip information and maps for their destination as well as meeting schedules.
If you can, schedule a meeting with your employees to talk them through the trip step-by-step, so they have time to understand and process before setting off.
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Bear in mind that neurodivergence means processing information in different ways, so, once you have compiled all the essential information, where possible, make it available and accessible in different formats, to outline the journey step-by-step. This could include describing the walkthrough of the reception to the entrance door of their accommodation, along with clear contact details for who to get in touch with during the trip in case any additional support is needed.
Build in quiet spaces
Major transport hubs, airports, hotel receptions and conference and meeting spaces can often be a source of sensory overload and overwhelm for neurodivergent individuals. The good news is those needs are becoming increasingly better catered for with a growing number of dedicated quiet and sensory-based spaces now available.
Hand in hand with this, where possible, try to book accommodation with minimal noise and sensory stimuli, such as rooms without bright lights or excessive décor.
When building a travel programme, take the time to understand the facilities available within airports, train stations, hotels and conference venues so that you have understood the provisions available throughout the itinerary and can clearly communicate these to your travellers. It is also worth using this insight to build your own database of neurodivergent-friendly travel spaces to help support the planning of future trips.
Build in flexibility
Schedule in downtime within an itinerary, so that employees can take time out if they need to. Neurodivergent travellers may need more time for transitions, such as moving from one activity to another, or dealing with changes in the itinerary, so ensure that they have time and space to do just that. Buffer times between meetings, travel, and other obligations can reduce stress and provide a valuable opportunity to recharge.
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Understand diversity of approaches, to accommodate sensory requirements
Neurodivergent travellers each have specific sensory needs that require different approaches and different degrees of support. Some might benefit from environments that minimise distractions, whilst others may require accommodation that is quieter and offers reduced lighting and noise.
Alongside the travel spaces and route, you can recommend or offer accessories such as noise-cancelling headphones, earplugs and fidget tools to pack alongside booking confirmations and travel guide support aides such as maps and route planners.
Keep lines of communication open
Whilst planning a trip, speak to your neurodivergent employees to understand their needs and preferences, and how you can work together to support them. If a face-to-face meeting isn’t suitable, offer an alternative platform, if you can, for neurodiverse employees to voice any questions or concerns they may have. Alternatively, communication via text, an app or chatbot might be more suitable.
Once the trip is underway, maintain that line of communication so that your colleague feels supported right the way through until their return. For example, you may choose to appoint a dedicated travel manager, line manager or member of your HR team to be a dedicated point of contact, to offer guidance and support. Once the person has returned, a follow-up meeting to discuss feedback and recommendations for future trips can also be extremely worthwhile.
Imogen Brettell is chief people officer for corporate accommodation provider, SilverDoor
