Inclusion

Diversity of thought and minds can bring fresh perspectives and innovative ideas. According to Deloitte, “organisations that make an extra effort to recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills, ways of thinking, and approaches to problem-solving”. With an estimated 15-20% of adults being neurodivergent, businesses that fail to support neurodiverse individuals risk falling behind. It’s essential for businesses to support the neurodivergent community by making necessary accommodations for everyone, regardless of diagnosis.

We were delighted to have Becs Tridgell from Autism Unlimited join us for our most recent ‘Tune In’, session, where we tuned into the voices of the neurodivergent community, looking to learn practical steps and strategies to foster a neuroinclusive workplace culture that values and supports every employee.

Watch the video below for a full recap, and check out the session highlights and key insights below:

The benefits of a neuroinclusive workforce

Neurodivergent employees bring unique strengths that can transform workplaces. Skills like hyper-focus, creative thinking, innovative problem-solving, empathy, and detailed analysis are just a few examples of the value neurodivergent individuals can offer when supported effectively.

However, these strengths can only thrive when workplaces address the challenges neurodivergent employees face. By fostering a culture of neuroinclusion, organisations unlock not only individual potential but also greater collaboration, loyalty, and long-term success.

Common challenges faced by neurodivergent employees

Many neurodivergent employees encounter significant barriers in the workplace. Traditional recruitment processes, such as interviews that emphasise eye contact or sociability, often overlook the strengths of neurodivergent candidates.

Masking – where individuals consciously or unconsciously hide their neurodivergent traits to appear more “typical” – is another challenge. While masking can help individuals fit into workplaces that may not be inclusive, it often leads to exhaustion, burnout, and reduced engagement.

Sensory sensitivities, like difficulties with noise, lighting, or smells, can also make everyday tasks unnecessarily difficult. For example, an open-plan office might create challenges for someone with auditory sensitivities, reducing their ability to focus or perform at their best.

The power of effective communication

Communication is a cornerstone of neuroinclusion. By prioritising clarity, consistency, and compassion, organisations can create an environment where neurodivergent employees feel understood, supported, and empowered.

Clarity

Clear communication ensures that everyone, regardless of neurotype, can engage fully. This includes:

• Sending agendas in advance of meetings
• Chunking information into smaller, manageable parts
• Using visual aids to support verbal explanations
• Providing assistive technologies

 Consistency

Consistency builds trust and reliability. Neurodivergent employees often thrive in environments where expectations and processes are supported and made clear. Examples include:

• Assigning a buddy to new employees for ongoing support
• Standardising accommodations, like offering quiet spaces or noise-cancelling headphones
• Implementing policies to create sensory-friendly environments, such as discouraging strong smells in open-plan offices

Compassion

Compassionate communication acknowledges individual needs and ensures everyone feels valued. Tailored adjustments might include:

• Allowing regular breaks for employees who need to manage energy levels
• Providing specific ergonomic tools, like supportive chairs or coloured overlays
• Offering flexibility in how tasks are completed, enabling employees to work in ways that suit their strengths

Practical steps to build a neuroinclusive workplace

Neuroinclusion requires thoughtful, tailored adjustments that enable everyone to thrive, not just the neurodivergent.

Some practical steps include:

• Rethinking job design: Tailor roles to individual strengths rather than expecting everyone to fit into rigid job descriptions.
• Creating dedicated quiet spaces: Offer areas where employees can decompress or work in silence.
• Normalising accommodations: Provide tools like noise-cancelling headphones, visual aids, or flexible schedules to support productivity.
• Improving recruitment processes: Redesign interviews to focus on practical skills rather than sociability or traditional cues like eye contact.
• Fostering a supportive culture: Encourage open dialogue about neurodiversity to reduce stigma and build trust, ensuring employees feel safe to share their needs.

While supporting neurodivergent employees is both a legal and moral obligation – it’s a strategic advantage too. Through education, adjustments, and open dialogue, we can create workplaces where every mind is valued, and every employee can thrive.

If you need support on your journey to building a more neuroinclusive working environment, we’re here to help. Whether it’s developing culture change programmes, creating communication campaigns that drive inclusion, or ensuring your communications are accessible to all, we can provide the expertise you need. Talk to us today to start making a meaningful difference in your workplace.

Webinar: Empowering workforces to be neuroinclusive