Embracing neurodiversity isn’t just the right thing to do – it’s a smart business decision. Neurodivergent individuals bring unique perspectives, problem-solving approaches, and creativity that can drive innovation and performance. Yet, many workplaces still fall short in providing the support these employees need to thrive.
According to the 2025 Neurodiversity Index by City & Guilds1, nearly one in three neurodivergent employees are dissatisfied with the support they receive at work. Alarmingly, 51% have taken time off due to challenges related to their neurodivergence, including burnout and lack of accommodations.
Creating a workplace that values neurodiversity is not just about compliance; it’s about culture. An inclusive environment fosters belonging, increases engagement, and improves retention.
So, what can employers do to foster a truly inclusive culture?
- Educate and Train Managers.
Understanding neurodiversity starts with awareness. Equip managers with training to provide the tools and understanding to support neurodivergent team members effectively. Training should include how to have supportive conversations and implement reasonable adjustments, recognising signs of stress, avoiding assumptions, and fostering psychological safety. Broader training of all staff is also highly beneficial.
- Rethink Recruitment and Onboarding
Traditional hiring processes often disadvantage neurodivergent candidates. Consider offering alternative interview formats, such as task-based assessments or providing interview questions in advance, and allow flexibility in how candidates present their skills.
Once hired, ensure onboarding is structured, clear and paced appropriately. Shockingly, over a third of neurodivergent employees report receiving no onboarding support.
- Create Flexible Work Environments and Routines
Flexibility is key. This might include quiet workspaces, noise-cancelling headphones, flexible hours, or remote work options. Tailor adjustments to individual needs – what works for one person may not work for another.
Under the Equality Act 2010, many neurodivergent conditions are considered disabilities. This means employers have a legal duty to make reasonable adjustments to ensure neurodivergent employees are not placed at a disadvantage. Failing to do so can result in disability discrimination claims.
- Foster a Culture of Psychological Safety
Many neurodivergent employees hesitate to disclose their diagnosis for fear of stigma. Cultivate a culture where differences are respected and disclosure is met with support, not judgment. Encourage open dialogue and celebrate diverse ways of thinking. It is important to remember that every neurodivergent person is different. Always ask how you can support – never assume.
- Review Policies and Practices
Ensure your HR policies reflect inclusive values. This includes performance management, grievance procedures, and mental health support. Embed neurodiversity into your broader DEI strategy – not as an afterthought, but as a core component.
Why It Matters
As the City & Guilds Foundation notes, “True inclusion is not just about opening doors – it’s about redesigning workplaces so everyone has the tools and opportunities they need to succeed2”. What is more, it is an opportunity to springboard your business through innovative thinking, creativity, problem solving, broadening revenues for growth.
Inclusion is a journey, not a one-off initiative. By making small, meaningful changes, you can create a culture where all employees thrive – regardless of how their brain works.
Ready to Take Action?
At View HR, we support employers in building more inclusive workplaces, including tailored neurodiversity training for managers. Contact us today to find out more.
