The way people think, learn, and interact is as varied as the dishes on a restaurant menu. As the industry continues to evolve, we’re realising that creating a workplace where different ways of thinking are celebrated is good for business, productivity, and creativity.

This is because we unlock new strengths, spark fresh ideas, and create a more dynamic, inclusive environment that benefits everyone on the team.

The concept of neurodiversity has been around since the 1990s, promoting the acceptance and inclusion of people with neurological differences. Neurodiversity often describes people with neurological or developmental conditions such as autism spectrum disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), or learning disabilities that affect how people think, learn, and behave. . In our industry, these team members often bring unique strengths to the table – from exceptional attention to detail in food preparation to creative problem-solving in kitchen operations. By understanding and supporting the different ways people approach their work, we can tap into their full potential.

Supporting Neurodiverse Staff in Hospitality Settings

As a hospitality employer, you might need to tweak your approach to make sure your neurodiverse team members thrive. For example, a chef with ADHD could rock the chaotic, high-pressure service periods but may need a little extra support during prep time. It’s all about finding the balance. So, before you think about turning down accommodation requests, we suggest getting some professional advice to ensure compliance with anti-discrimination laws.

Creating an Inclusive Hospitality Environment

Making room for neurodiversity in your workplace isn’t just the right thing to do—it’s also a legal requirement. Here are a few easy (and legal!) ways to make your workplace more inclusive:

• Flexible Scheduling: Some team members might thrive in quieter shifts. If a busy rush sends them into sensory overload, let them pick a slower time to shine.
• Quiet Spaces: Offering designated quiet zones can make all the difference when your team needs to recharge. For example, you can create break areas away from the usual kitchen noise and dining room bustle.
• Supportive Tools: Providing written recipes with clear visual guides, or noise-cancelling headphones for staff who are sensitive to kitchen sounds.

When team members disclose their neurodiverse condition, engage in open conversations about their specific needs. Don’t panic. Get curious. Ask them about their needs. For example, a front-of-house staff member with autism might excel at table service but prefer not to handle large group bookings. Remember, it’s unlawful to reject job applicants based on neurodiversity unless they genuinely cannot perform the core duties of the role.

Management Preparation in Hospitality

Managing a neurodiverse hospitality team requires specific considerations:

• Communication adaptions: Some staff might prefer written instructions for new menu items rather than verbal briefings.
• Addressing Stigma: Ensure your kitchen and front-of-house teams understand and respect different working styles
• Ongoing Staff Training: Regular training sessions help all team members work effectively together, whether they’re in the kitchen, behind the bar, or on the floor.

Practical Inclusion Strategies for Hospitality

Here’s how you can start making neuro-inclusion part of your day-to-day operations:

• Create an Inclusive Culture: Celebrate diverse perspectives in menu planning, service techniques, and problem-solving.

• Adapt recruitment: Traditional interviews aren’t for everyone. Consider practical trials using the correct procedures as well as traditional interviews, allowing candidates to demonstrate their skills in the kitchen or service areas.
• Provide suitable adjustments: Small changes can make a big difference. This might include written checklists for closing procedures or quiet spaces for break times. Take some time to understand the intricacies of the conditions you have in the team. For example, those with ADHD, can be amazing at service time when the pressure is on, with amazing focus, however during prep / setup, they need more direction and support to keep them focused, using tools like clear lists, games, accountability check-ins and “body doubling” can help them achieve.
• Implement training: Educate your team about different communication styles and working preferences, most conditions have different symptoms from person to person. These symptoms can include additional considerations such as conflict avoidance, time blindness and issues with object permanence.
• Develop support networks: Connect with other hospitality businesses to share experiences and best practices

Embracing neurodiversity in our restaurants and cafes will create a more cohesive culture that brings fresh perspectives to our industry, along with ensuring you are fulfilling your employment obligations. Different thinking styles can lead to menu innovations, improved service processes, and stronger team dynamics.