What neurodiverse employees can do
While it is not a legal requirement for potential employees to disclose neurodiverse conditions before accepting a job in Singapore, it can be beneficial in creating an environment of trust and open communication, said Diversity, Equity & Inclusion Client Solutions Lead Alister Ong from recruitment agency Michael Page Singapore.
“Disclosing a neurodiverse condition to direct superiors can be advantageous if it allows the employee to access necessary accommodations, such as flexible working hours or sensory adjustments,” he said, adding that this ensures the employee’s work environment is aligned with his needs, ultimately improving productivity and job satisfaction.
According to the Michael Page Singapore Talent Trends 2024 study, 71 per cent of people with disabilities in Singapore reported discrimination or lack of inclusivity. Addressing challenges such as these requires clear communication with management, said Mr Ong.
Before they communicate these matters with management, he advised those keen on disclosing such conditions to first approach the company’s human resources team – or an inclusion officer, if available – to ensure the conversation remains confidential and the necessary support systems are in place.
The conversation should also focus on how such allowances can improve performance, rather than on the condition itself.
“Presenting the request in a solution-oriented manner is often the most effective approach.”
Ms McAllister advised that when bringing the matter up to supervisors, it is also crucial to explain how the condition affects the employee, which in turn makes it easier for managers to understand why the accommodations are needed.
OneSight EssilorLuxottica Foundation head Yvonne Siow is one supervisor who has worked with a neurodiverse employee.
The employee, a woman in her mid-20s who managed inventory at the charity organisation, faced difficulty in absorbing complex instructions. To support her, Ms Siow
