Supporting Neurodivergent Staff in the Workplace

Neurodiversity can be defined as the variations in human brain function with neurodivergent individuals displaying differences to what is considered typical. Neurodivergence includes things such as autistic spectrum conditions (ASC), attention deficit hyperactivity disorder (ADHD), dyscalculia, dyslexia, dyspraxia and obsessive-compulsive disorder (OCD). Below, we provide some top tips for employers on supporting neurodivergent staff in the workplace.

A YouGov workplace survey conducted in 2023, found that only 35% of respondents felt that their organisation provided meaningful support to neurodivergent individuals. In addition, only 31% of neurodivergent respondents reporting that they had informed their line manager of their neurodivergence (CIPD, 2024), demonstrating that employees often don’t feel safe and supported enough to reveal this information about themselves.

A recent survey by the National Autistic Society found that 50% of autistic respondents felt that having more support, understanding or acceptance would be the biggest thing that would help them at work. It also found that one of the biggest barriers to autistic employees being supported in the workplace is a lack of understanding (Buckland, 2024). This demonstrates the importance of taking active steps and better supporting neurodivergent staff in the workplace.

A Culture of Understanding

It is vital to create a workplace culture which not only recognises the diversity of its workforce, but which values and celebrates it. Many neurodivergent people spend a lot of energy masking their differences. Whilst not all neurodivergent people will wish to disclose this sensitive information about themselves, it is important to create an environment where people can be open if they wish.

Use empathy and understanding to create a safe environment where colleagues feel comfortable to discuss their needs in a non-judgmental space. Listen to your neurodivergent colleagues and value the different contributions neurodivergent people bring to the workplace. 

Whilst you must never assume the skills and working style that people have, recognising the unique strengths that a neurodiverse workforce brings and championing these, will help to foster an inclusive workplace environment.

One great way of creating a culture of understanding is to develop and utilise employee resource groups or staff networks for supporting neurodivergent staff. 

Not only do these groups champion inclusivity and provide safe and supportive spaces for staff to share their experiences, they also provide leadership, networking and employee engagement opportunities.

 Staff networks may also bring neuroinclusive insight and perspectives on organisation-wide policies, practices and procedures, meaning that they don’t just benefit members, but the workplace as a whole.

Tailor your Communication Style

One practical way to create a culture of understanding is to tailor your communication style.  Understanding   employees’ communication styles, is crucial to better supporting neurodivergent staff and preventing the stress and anxiety that can come from misunderstandings.

Ask your employees how they would prefer to receive information and if there is anything you could do to make things clearer. Strategies include highlighting text, using bold type and avoiding large blocks of text in your writing. 

You should also look to keep all forms of communication, clear and simple by speaking literally and avoiding metaphors. Clear methods of communication will benefit everyone, not just neurodivergent staff.

Recognising the Strengths of Neurodivergent Staff

Neurodivergent employees bring unique strengths to the workplace that can drive innovation, problem-solving, and creativity. By shifting the perspective to recognise and leverage these abilities, organisations can create a more inclusive and high-performing workforce.

One of the most valuable strengths neurodivergent employees offer is the ability to approach problems from unique angles and develop creative solutions. For example, employees with ADHD may excel in dynamic, fast-paced environments where quick thinking and adaptability are key. Similarly, autistic employees may have an exceptional ability to focus deeply on tasks, recognise patterns, and bring attention to detail, excelling in roles that require precision. Recognising and nurturing these strengths can lead to greater job satisfaction and improved business outcomes.

Inclusion by Design

Even if you have created a culture that truly values and celebrates neurodivergence, not all colleagues will feel willing to disclose their neurodivergence. There may also be staff who would benefit from adjustments at work but do not have a formal diagnosis; staff are not required to have a formal diagnosis to request reasonable adjustments in the workplace.

It is important to implement universal adjustments and accommodations that all staff can access, without having to ask, which ensure that everybody is supported. Universally inclusive practices could include flexible working arrangements, such as the option to work remotely, blended office and home working, or flexitime hours to allow employees to start and end work at times that are best for them.

Different aspects of the physical working environment can create barriers for people, especially those with neurodivergence. For example, open-plan offices which are noisy and lack personal space can be  overwhelming for some. Other people are sensitive or easily distracted by the sensory overload that may come from lighting, noise and smells. 

Create a physical environment that is sensory-friendly, flexible, and which meets a variety of differing needs to be inclusive of all staff. Consider setting up small, quiet areas which offer a calmer and more private space to work. Adjusting the lighting and providing noise-cancelling headphones can also be helpful.

In meetings, aim to provide an agenda and relevant materials or notes beforehand. During online meetings, enable captions and consider recording important information for employees to review at a later time if needed.

By taking an ‘inclusion by design’ approach, employers can ensure the best possible working environment for their employees without people needing to ask for adjustments or disclose sensitive information about themselves.

Individualised Support for Individual People

Neurodivergence is unique to the individual. And people will have unique ways of managing their condition. Whilst universal accommodations are important, employers also need to understand the individual needs that people have, to ensure that the correct and appropriate support can be provided.

Do not make assumptions about the type of support somebody may need based on the type of neurodivergence they disclose. For example, the support and adjustments that one dyslexic person may need could be wildly different for another, and relying on stereotypes is unlikely to effectively address an individual’s needs. Instead, take time to discuss the support that an employee needs on a one-to-one basis.

The wider Human Resources team can work with individuals to design tailored plans for support and professional development.  These could include further mentoring or shadowing opportunities, or extra training. These plans can then be shared with line managers and reviewed on a regular basis during one-to-one meetings.

It is important to recognise that an employee’s needs may change throughout their employment and so regular opportunities to discuss the range of needs, adjustments, support and guidance that colleagues may require should be provided. 

HR teams should consider making use of the government’s Access to Work scheme, which provides grants to help with the cost of providing additional support for people, and you can also signpost employees to organisations such as Able Futures and Maximus, both of which provide mental health and wellbeing support for people in work.

Neurodiversity Training for All

It is essential that all colleagues have an awareness of neurodiversity in the workplace and robust training can be a great way for all staff to understand neurodivergence and explore ways to support their colleagues. Neurodiversity training should cover a range of conditions including ADHD, autism, dyscalculia, dyslexia, dyspraxia and OCD, and give participants an opportunity to better understand and empathise with the differing experiences of their colleagues.

Whilst a one-off training session may be beneficial in the short-term, regular training sessions will help to maintain staff knowledge and awareness and help people remain up to date on new and emerging trends and technologies to support people.

Workplaces should also look to provide guidance documents, checklists and online learning resources which employees can access between training sessions. These will help keep knowledge up to date. Ideally, training will be discussed with employees prior to roll out so that staff can raise any issues or concerns they may have, and so that these can be addressed during training sessions.

Employers have a duty to create workplaces that are inclusive and allow neurodivergent people to thrive and the best way to do so is to ensure you address the needs and support that individuals require. But developing a neurodivergent-inclusive environment doesn’t just benefit neurodivergent people. By creating a workplace that is inclusive of neurodivergence, you will help to create a workplace that is inclusive for all.

References

Buckland, R. (2024), The Buckland Review of Autism Employment: report and recommendations. Available at: https://www.gov.uk/government/publications/the-buckland-review-of-autism-employment-report-and-recommendations/the-buckland-review-of-autism-employment-report-and-recommendations#supporting-autistic-people-already-in-the-workforce-1 (Accessed 04/03/2025).

CIPD. (2024), Neuroinclusion at Work Report. Available at: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf (Accessed on 04/03/2025)

Further Resources The Hidden 20% – A media-led charity raising awareness and support for neurodivergent peopl