Why is neurodiversity in the workplace important?
Neurodiversity isn’t a nice to have. It’s a business advantage.
Embracing neurodiversity brings unique perspectives to the table which can drive creativity and problem-solving.
Research consistently shows that diverse teams outperform homogenous ones, particularly when it comes to innovation and improving existing products or processes.
The impact is already visible in practice. Australia’s Department of Human Services found that its neurodiverse software testing teams were 30% more productive than others.
Similarly, Deloitte research shows that inclusive employers are:
- 75% more likely to see ideas turn into products
- 87% more likely to report better decision-making
- More likely to generate higher revenue from innovation
Beyond the data, neurodivergent people often bring strengths that organisations actively need:
- Original and lateral thinking
- Creativity and curiosity
- Resilience and problem solving skills
- Deep focus and perseverance
- Valuable insight into the needs of neurodivergent customers and service users
This blog covers how employers can support neurodiverse employees in 5 practical steps.
Neurodivergent conditions
Neurodiversity acknowledges the natural variations in the human brain. Neurodivergent conditions include:
- Autism
- Attention Deficit Hyperactivity Disorder (ADHD)
- Dyslexia
- Dyscalculia
- Dyspraxia
- Tourette Syndrome
To learn more neurodiversity terms, check out our Neurodiversity Glossary.
5 practical steps for supporting neurodiversity in the workplace
Adopt inclusive hiring practices
Inclusive hiring practices are essential for attracting and recruiting neurodivergent talent.
Too often, job descriptions are built around an unrealistic candidate, someone who can hyperfocus and multitask, work brilliantly alone and thrive in constant teamwork, and seamlessly juggle competing priorities. Some neurodivergent people are more likely to be specialists rather than generalists, so ensure that roles match the skills of these candidates.
Use clear and inclusive language in job adverts. Remove unnecessary jargon and vague requirements such as ‘excellent communication skills’ if they’re not genuinely essential. Be specific about what success in the role actually looks like.
Consider focusing less on CVs and more on evidence of skills and capabilities. Work trials or practical tasks can offer a far fairer picture of someone’s potential.
Interviews are another common barrier. Make interviews more accessible by:
- Sharing the interview structure and schedule in advance
- Break tasks into smaller, manageable steps
- Provide visual aids where helpful
- Offer a pre-interview visit
- Make it clear that candidates can ask questions at any point
- Minimise noise and interruptions
- Remember that limited eye contact is not a lack of interest or engagement. It’s simply a difference in communication style.
- If possible, offer clear feedback after interviews.
Inclusive hiring isn’t about lowering standards. It’s about removing unnecessary barriers and many of these adjustments benefit everyone, not just neurodivergent candidates.
Create a neuro-inclusive onboarding experience
The next step is to ensure a smooth onboarding experience for the neurodivergent candidate. For neurodivergent employees, the induction phase can feel overwhelming if information is unclear or delivered in a single format. A strong onboarding experience should reduce uncertainty.
How to onboard neurodiverse employees
Provide clear, structured information and offer learning and development in multiple formats, written, visual and verbal, so people can engage in ways that work for them.
It’s essential to recognise that everyone has a unique set of strengths and challenges. Many neurodivergent people have what’s often described as a spiky profile, excelling in certain areas while finding others more demanding. Taking the time to understand this early on allows you to tailor support and set realistic expectations from the start.
Incorporating feedback from neurodivergent employees can significantly improve onboarding processes. Regular check-ins help identify adjustments early and build trust.
Key elements to include in neuro-inclusive onboarding:
- Clear role expectations and success criteria
- Flexible working arrangements where possible
- Introduction to available support systems and adjustments
- Structured introductions to team members
- Buddying or mentoring with an experienced colleague
- Regular check-ins
- Clear guidance on communication channels and ways of working
When onboarding is thoughtful and inclusive, new starters feel supported, confident and set up to succeed which benefits the individual, the team and the organisation as a whole.
Manage neurodiverse employees effectively
Managers play a pivotal role in unlocking neurodivergent talent. When leaders take the time to understand individuals, communicate with clarity and flexibility, and put the right support in place, people are able to do their best work and fully contribute.
How to manage neurodiverse employees
Managing neurodiverse employees effectively starts with understanding that one size does not fit all. Inclusive management is about creating the conditions where people feel safe, supported and able to work in ways that allow their strengths to shine.
To do this, create a safe SPACE.
- Support - listen and ask how you can help.
- Personalise - treat neurodivergent team members as individuals and tailor to their needs.
- Adapt - adjust tasks and adapt the physical environment if necessary.
- Communicate - use direct language and avoid jargon. Allow enough processing time.
- Empower - give neurodivergent colleagues the tools to enable them to thrive.
To explore the SPACE framework and develop practical, confidence building skills for leading neurodiverse teams, take a look at our Neurodiversity Awareness Training for Managers course.
How to accommodate ADHD in the workplace
The starting point is always treating people as individuals. Thoughtful adjustments can reduce friction and help employees focus on what they do best. To accommodate ADHD in the workplace effectively, you can:
- Offer noise-canceling headphones
- Provide clear, written instructions
- Allow regular breaks for movement
How to support someone with dyslexia in the workplace
Supporting dyslexic employees is about removing unnecessary barriers, not changing expectations. Flexibility in how information is shared and work is completed can make a meaningful difference. To accommodate dyslexia in the workplace effectively, you can:
- Provide reading or writing software
- Allow extra time for tasks involving reading and writing
- Provide materials in different formats
How to manage an autistic employee
Managing autistic employees requires understanding and flexibility. Employers should focus on clear expectations and communication. A structured work environment can help reduce anxiety.
Effective management practices include:
- Creating designated quiet spaces
- Implementing consistent routines
Break work into smaller tasks
Develop a neurodiversity policy
A neurodiversity policy helps create an inclusive workplace by building awareness, setting clear expectations and embedding consistent support for neurodivergent employees. It signals commitment, provides clarity for both managers and employees, and ensures neuro-inclusion is part of everyday practice rather than an afterthought.
An effective neurodiversity policy should include:
- Employer responsibilities, including duties under the Equality Act 2010
- Reasonable adjustments, with clear guidance on how requests are made and reviewed
- Employee support, such as access to internal resources, wellbeing services or external support
- Inclusive hiring practices, covering recruitment, onboarding and progression
Links to related policies, such as performance management, flexible working and your wider employee wellbeing strategy
Promote neurodiversity awareness
Promoting neurodiversity awareness in the workplace involves cultivating an environment of acceptance. Employers should prioritise initiatives that highlight diversity. These initiatives should celebrate the strengths and capabilities of all employees.
How to promote neurodiversity in the workplace
Alongside inclusive neurodiversity policies and practices, employers can raise awareness and build confidence by:
- Developing inclusive, accessible communication materials
- Recognising and celebrating employee contributions across the organisation, both neurodivergent and neurotypical.
- Hosting lunch and learn sessions aligned with key awareness days, such as Neurodiversity Celebration Week. Download our free mental health awareness days calendar to help plan your events
- Inviting neurodiversity speakers to share lived experience and insight
- Running training for managers and employees to build understanding and practical skills
By following these five steps, organisations, managers and employees can better understand how to accommodate neurodiversity in the workplace, creating inclusive conditions where all people are supported to flourish.
Neurodiversity Awareness Training for Managers
Our Neurodiversity Awareness Training for Managers is a 3-hour course for managers to build understanding and confidence in leading and supporting neurodiverse teams.
If you’d like to discuss this course, drop us a message via our contact page, email info@altruistuk.com or call us on 0121 271 0550.
