It includes a range of conditions such as Autism, ADHD, Dyslexia, and Dyspraxia. However, only around a third (31%) of neurodivergent individuals are in employment. In many cases, it’s not their ability that holds them back, but a lack of understanding and inclusive practices in the workplace. To help, three experts have shared their practical tips for creating a workplace where neurodivergent employees can succeed and thrive.
Charlie O'Brien, Head of People at Breathe HR recommends going straight to the source to find out what neurodiverse staff need:
“Everyone's experience with neurodiversity is different, so don’t make assumptions about what neurodiverse employees need. Ask them.
“During one-to-ones, check in with new and current staff to see if there are any additional support or adjustments they require. For example, an autistic individual may need a desk in a quiet area, if they struggle with sensory overload.
“Employers should combine this with asking all staff what support they need via anonymous surveys. This gives those who don’t feel comfortable disclosing their neurodivergence a voice, allowing them to suggest company-wide changes that will make the working environment better for everyone. For example, someone may suggest that meeting agendas should be provided before every meeting. This gives employees who take more time to process information longer to prepare.”
Charlie O'Brien also suggests training managers on neurodiversity:
“Managers play a key role in creating a supportive environment for neurodivergent employees, so they must be well-informed. To do this, employers should provide neurodiversity training that explains what neurodiversity encompasses, how different neurotypes may experience the workplace, debunks common misconceptions, and outlines the legal responsibilities around supporting neurodivergent staff.
“Alongside this, managers should receive practical guidance on ways they could adapt their communication and management styles to better suit neurodivergent individuals. They should also be fully briefed on what adjustments and resources the company can offer. This way, they can support team members effectively, approach conversations with empathy, and respond quickly and confidently to any questions staff may have.
“Tools that track training completion and send reminders can help ensure no one misses out on the training they need.”
Start by auditing your job ads, Khyati Sundaram, CEO of ethical AI hiring experts, Applied recommends:
“Job ads which are overly long, complex and full of jargon may deter neurodivergent candidates from applying. For example, individuals with dyslexia, who may struggle to process long blocks of dense text.
“To make hiring processes more accessible, employers should ensure job ads are made available in easily readable or dyslexia friendly fonts like Arial, Comic Sans, or OpenDyslexia in sizes 12–14.
“Additionally, employers should list only the key skills required for the role, rather than cultural fit requirements. This approach helps ensure that talented neurodiverse individuals aren’t discouraged from applying simply because they think, process information, or behave differently, and therefore don’t match a ‘cultural fit’ typically shaped by neurotypicals, who make up the majority of the workforce.”
Khyati also advises employers to remove unnecessary, uninclusive interview stages:
“Phone interviews often involve small talk, which can be challenging for some neurodiverse candidates. For example, some autistic individuals have a more literal understanding of language and struggle with surface-level conversations. If a candidate's ability to discuss the weather, for example, is allowed to subconsciously influence hiring managers' decision-making, it risks excluding skilled neurodivergent candidates, so remove these unnecessary interview stages.
Employers should instead use objective skills-based assessments, such as ‘work samples’, to evaluate candidates. These assessments involve asking candidates questions based on real-life work situations that test the specific skills needed for the role. Not only do they ensure that all candidates are judged fairly based on their skills alone, but they are also a far more accurate predictor of performance than CVs. “
Introduce a formal flexible working policy, says Molly Johnson-Jones, CEO & co-founder of future of work experts, Flexa:
“Our data at Flexa shows that many neurodiverse job seekers want flexible working. So, to attract neurodiverse talent and create a more inclusive workplace, employers should consider implementing a formal flexible working policy.
“While employees already have the right to request flexible working, having a clear policy in place takes the pressure off neurodivergent individuals to ask. Giving all employees the same level of flexibility also ensures that neurodivergent employees don't feel singled out for working differently from their colleagues.
“When deciding what type of flexibility to offer, employers should consider the needs of their team, the business, and what neurodiverse candidates value. For instance, remote or hybrid work can help those who struggle to focus in noisy office environments, such as some neurodivergent individuals with ADHD or Autism. Alternatively, flexible hours allow those who find sitting still for long periods of time challenging to take breaks when needed.”