Neurodivergent policies key to moving fleets forward
Fleet operators have been told they should assume that 20% of their workforce is neurodivergent and adopt appropriate neurodivergent policies.
A new study found that employers describe their neurodivergent readiness at 75%, but only 32%-38% of neurodivergent employees say they would be comfortable disclosing their diagnosis.
Neurodivergence can result in challenges around memory, concentration, organisation and time management, while sensory elements such as light and sound can affect neurodivergent individuals differently.
Simon Staton, client management director at Venson Automotive Solutions, said: “Such a disconnect can have serious implications for employees who drive for work, not only affecting training, vehicle handovers, incident management and driver safety but wellbeing and retention and an employer’s duty of care.
“Whilst fleet managers do not need to become neurodiversity specialists, they should understand what needs to be considered for fleet policies, communications and training and consider that not every driver processes information in the same way.”
Support for drivers:
- Ensure apps that help with organisation and planning can be downloaded onto company mobile apps
- Use different communication formats such as diagrams and bite-sized videos to make information as accessible as possible
- Ensure messages are clear and understandable to all employees
- Understand drivers individually and adapt management style accordingly.
Stanton concluded: “When businesses communicate with employees in ways they can understand and create an environment in which they feel comfortable, drivers are more likely to perform well, remain with the organisation and avoid preventable mistakes. Keeping fleet policies flexible and accessible is not simply about inclusion, it can strengthen safety, wellbeing and operational performance for every driver.”
