Five top tips for workplaces to support neurodivergent employees

Workplaces are increasingly recognising the value neurodiversity can add, yet many employees still face barriers due to a lack of understanding and support.To build a truly inclusive workplace, organisations must actively address these challenges and create environments where all employees can thrive. 

What do the stats say?  

Neurodivergence in the workplace 

• Around 1 in 7 people in the UK are neurodivergent, meaning their brain processes information differently from what is considered "neurotypical." By creating inclusive workplaces that support neurodiversity, it benefits both employers and employees (1) 
• A third of employees (33%) say their experience at work, in relation to their neurodivergence, has had a negative impact on their mental wellbeing (2) 

Employment rates and disparities 

 

• The latest employment figures show a significant gap for neurodiverse individuals, with the employment rate for disabled people with autism at 31%, compared to 54.7% for all disabled people (2) 
• Research by the National Autistic Society, reveals that only 16% of autistic adults in the UK are in full-time employment, indicating significant barriers to workforce participation ​(4) 

Lack of awareness and managerial confidence 

 

• ACAS research highlights that 45% of line managers lacked organisational knowledge about neurodiversity, with 59% not knowing how to make a reasonable adjustment to support a neurodivergent employee (1) 
• ACAS's survey of 1,650 line managers identified that 72% reported employees not disclosing the need for reasonable adjustments as a major barrier, while 45% cited a lack of organisational knowledge about neurodiversity (5) 

Stigma and disclosure concerns 

 

• 37% fear stereotypical assumptions, while 34% worry about stigma. A culture of openness and support is key to ensuring employees feel comfortable discussing their needs (6) 
• A survey of over 1,000 employed adults, found that only 52% of neurodivergent employees feel their organisation and 54% feel their team have an open and supportive climate for discussing neurodiversity (3) 
• One in five neurodivergent employees have experienced harassment or discrimination at work because of their neurodivergence (3) 

Find out how managers can support neurodivergent employees in our latest webinar
 

Embedding neuroinclusion in the workplace 

While 70% of employers prioritise diversity and inclusion, only 60% actively focus on neuroinclusion (4). Understanding and supporting neurodivergent employees is essential for creating a workplace that thrives on diversity. Here are five top tips to embed neuroinclusion within your organisation:

Review recruitment processes 

Ensure job advertisements and application procedures are clear and accessible, offering alternative formats and emphasising essential skills over desirable ones.  (7) 

Train and support managers 

Equip managers with training on neurodiversity and inclusive leadership, fostering an environment where neurodivergent employees feel supported.​  
 

Find out more about our training course for people managers

Raise awareness 

Implement awareness programs, such as training sessions and awareness days, to educate staff about neurodiversity and promote an inclusive culture.​ 

Offer support to all employees 

Provide support mechanisms, like flexible working arrangements or quiet spaces, accessible to all employees, ensuring neurodivergent individuals can benefit without the need for disclosure.​ 

Develop a neurodiversity policy 

Create a clear policy outlining the organisation's commitment to neuroinclusion, detailing available support, and ensuring compliance with legal obligations. 

What is the best thing my organisation can do to support neurodiversity and employee wellbeing 

One of the most effective ways to support neurodivergent employees is by equipping managers with the skills to foster an inclusive and psychologically safe workplace. 

Help your managers support team mental health and performance 

Our Supporting Team Mental Health and Performance course empowers managers to create inclusive, mentally healthy teams where everyone can thrive. Through practical skills and knowledge, managers will learn to build confidence in talking about mental health, foster a positive workplace culture, and strengthen team performance. Equip your managers with the tools to effectively support employee wellbeing and create a psychologically safe working environment. 
 

Find out more

Find out how managers can support neurodivergent staff members in our webinar. 

Join our expert panel to explore practical ways to support neurodiverse employees and promote team wellbeing. 
 

Register here

 

Sources 

(1) ACAS. Reasonable Adjustments. Available from: https://www.acas.org.uk/reasonable-adjustments [Accessed 7 March 2025].  

(2) CIPD. One in five neurodivergent employees experienced harassment or discrimination at work. CIPD; 2025. Available from: https://www.cipd.org/uk/about/press-releases/one-in-five-neurodivergent-employees-experienced-harassment-or-discrimination-at-work/ [Accessed 7 March 2025].  

(3) UK Government. Employment prospects for neurodiverse people set to be boosted with launch of new expert panel. UK Government; 2025. Available from: https://www.gov.uk/government/news/employment-prospects-for-neurodiverse-people-set-to-be-boosted-with-launch-of-new-expert-panel#:~:text=The%20latest%20employment%20figures%20demonstrate,gap%20for%20some%20neurodiverse%20people [Accessed 7 March 2025].  

(4) ACAS. Why UK businesses must prioritise neuroinclusion. Available from: https://www.acas.org.uk/why-uk-businesses-must-prioritise-neuroinclusion [Accessed 7 March 2025].  

(5) ACAS. ACAS publishes new advice to raise awareness of neurodiversity at work]. Available from: https://www.acas.org.uk/acas-publishes-new-advice-to-raise-awareness-of-neurodiversity-at-work [Accessed 7 March 2025].  

(6) CIPD. Neuroinclusion at work: 2024 report. CIPD; 2024. Available from: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf [Accessed 7 March 2025]. 

(7) ACAS. Making your organisation neuroinclusive. Available from: https://www.acas.org.uk/neurodiversity-at-work/making-your-organisation-neuroinclusive [Accessed 7 March 2025].