Supporting neurodiversity in the workplace
In today’s modern workplace, neurodiversity is widely celebrated and acknowledged as a key part of diversity and inclusion.
The term refers to various conditions, including autism, ADHD, dyslexia and dyspraxia, to name a few, and applies to people with or without a formal diagnosis.
As a business, failing to support neurodiverse employees can lead to their heightened stress, anxiety and burnout. As a business owner/line manager, creating an environment that empowers neurodiverse team members can help not only the wellbeing, but also the productivity and retention of your team.
According to the EY Global Neuroinclusion at Work Study 2025, nearly 39% of neurodiverse employees plan to leave their position within 12 months if they don’t feel included. A Harvard Business Review study also suggests that teams with neurodiverse members can be 30% more productive.
If you’re not yet doing enough, or anything, to support your neurodiverse employees, then we have put together some top tips of things you can get started on implementing:
Training line managers
Anyone who is a first point of contact for an employee should be equipped with the right tools
and understanding of neurodiversity to enable them to talk openly about neurodivergence and to
create a safe space for employees to be themselves.
Adapting work spaces
If you’re office-based, then it’s important to consider the environment in which your employees
work and spend most of their day. A sensory-friendly design is an example that can make a
massive difference, including quiet zones, comfortable seating, adjustable lighting and noise
reducing measures to help ease stress and distraction.
You could also consider technology such as screen readers and speech-to-text software to
further support individuals.
Offer flexibility
Offer flexible working arrangements like remote or hybrid work or flexible hours to accommodate different needs and productivity styles.
Communicate clearly
Small adjustments in your communication to employees can make a world of difference. You should consider written instructions as well as verbal ones, provide agendas before meetings and recaps afterwards, provide clear deadlines and expectations of projects and allow time for information to be processed before being acted upon.
Promote open discussions
Promoting open discussions allows employees to feel valued and respected. You should create regular opportunities for 121 catch-ups and encourage honest feedback.
Raise awareness
Just raising awareness of neurodiversity can be a great way to reduce stigma and misunderstandings. Neurodiverse employees might work in a different way to other employees and require certain adjustments, and by supporting them, you’ll be rewarded with happy team members that feel valued, understood and empowered to do their best work.
It is however important to note that everyone’s needs are different, so the most important part is to speak to the employee first to find out how you can support them in the workplace.
If you need any guidance on implementing practices to support neurodiverse employees, get in touch with us - we’re here and happy to help you build a workplace where everyone can thrive.