New Venson white paper can help fleets unlock driver potential
Neurodivergence affects between 15% and 20% of the population, and those figures apply just as much to those who drive for work. That’s why Venson Automotive Solutions is highlighting the importance of implementing neuroinclusive practices into fleets in its new white paper ‘Neurodiversity Behind the Wheel – Driving Change’. The paper, published in two parts, explores everything from what neurodiversity is, to what challenges neurodivergent drivers might encounter at work, how fleet professionals can support them, and how to optimise a vehicle for neurodivergent drivers.
Venson says that by embracing neurodiversity, fleets will get the best from both neurotypical and neurodivergent drivers.
Comments Samantha Roff, Managing Director, Venson Automotive Solutions, “With so many competing priorities, it’s no surprise that neurodiversity hasn’t always been front of mind for fleet professionals. Yet almost a fifth of the population has neurodivergent qualities, a reality that businesses cannot ignore. If organisations like the idea of retaining employees for longer, potentially lowering accident rates and matching drivers with roles in which they can excel, they need to accept that one size does not fit all and adapt to the benefits of a neuroinclusive fleet.”
Venson is the first to acknowledge that fleet professionals are experts in running fleets, not a neurodivergent workforce. With advice and guidance, however, Venson says that all fleet professionals can support neurotypes like Autism, Attention Deficit Hyperactivity Disorder (ADHD) and Dyslexia and work with those staff to channel neurodivergent qualities. This can result in developing some of the most efficient, productive and dynamic employees working in and around fleet vehicles.
Fleet operators are responsible for and have a duty of care to drivers, and a basic understanding of what a neurodivergent employee might experience at the wheel or when they interact with a vehicle is unquestionably beneficial. Venson’s white paper helps explain how sensory elements like light and sounds can affect neurodivergent individuals. What’s more, by universally speccing vehicles to accommodate neurodivergent and neurotypical employees, cost savings can be made too.
It’s not just about the metal though, creating a neuroinclusive fleet means optimising communication and management styles for all drivers too. Communication is critical for neurodivergent drivers because of the large variance in how individuals process information, the same applies to management styles. By offering advice and guidance on how to adapt management and communication to suit all employees, Venson hopes its white paper will help fleet professionals enable their neurodivergent drivers to flourish and work to their strengths.
Samantha Roff concludes, “Discussing neurodiversity can sometimes feel challenging. Many organisations are unsure about how to raise it and are afraid of repercussions if they say or do the wrong thing. By including practical guidance in our white paper on how to raise awareness and talk about neurodiversity, we hope to help break down barriers. The first part of our latest white paper also includes some real-world examples of how managers have got the best out of their neurodivergent drivers.”