Experts calling for Gen Alpha workers to be given designated mental health days

HR experts call for Gen Alpha to receive mental health days amid increase in neurodiverse diagnoses

They're calling on employers to make sure their workplace is suitable for neurodivergent individuals.

Other changes include sound booths and specific training for HR employees to help an 800% rise in autism diagnosis over the past 20 years.

Research, conducted by Beneden of 500 HR professionals found that nearly 80% are taking active steps to make sure their workplace is suitable for neurodivergent individuals.

The study also shows that 64% have seen a rise in neurodivergent employees advocating for adjustments in the workplace within the last year.

There has been a significant increase in neurodiverse diagnoses in the last 20 years, so according to the experts it's only natural employers should do their best to provide a workplace where everyone can thrive.

Solutions include offering flexible work patterns, encouraging regular breaks and providing mentorship programmes.

The experts suggest employers should be providing sound-proof working booths and designated mental health days off to support Gen Alpha in the workplace.

Mike Hay, the healthcare provider's chief people officer, said: "It is important to understand and support neurodivergent individuals, including those within Generation Alpha, who will make up a growing part of the workforce.

"Communication is key. Creating space for open, two-way conversations where employees feel safe to disclose their needs is essential, especially for those who may have faced stigma in the past."

Dan Harris from the organisation Neurodiversity in Business added: "Due to greater awareness and recognition, autism diagnosis has increased by almost 800 per cent in 20 years and other neurodivergent diagnoses are also on the rise.

"So, businesses of the future need to adapt to this and are set to fail if they don't bring in measures to support these individuals.

“These measures include increasing understanding, through condition-specific training for HR, managers, and colleagues of neurodivergent people, encouraging an acceptance of difference in thinking styles, and recognising the unique strengths neurodivergent people can bring to the workplace if they are not forced into existing, rigid moulds."

Results of the research show that more than eight in ten recognise that making these changes is important so that everyone can feel supported (64 per cent), productivity will be better (47 per cent) and it will fuel better creativity (38 per cent).

Mike Hay concludes: “This report is more than research. It is a starting point for meaningful change.

“In the next five years, the workforce will be the most diverse it has ever been, and we need to acknowledge that it takes time to learn and adapt our workplaces and leadership styles to support everyone's needs.”