How to create a neuroinclusive workplace

Neurodiversity is all about celebrating the fact that we each think, learn, and experience the world in our own unique way. Every brain processes information differently, and that’s not just okay, it’s part of what makes each of us wonderfully human.

Research suggests that around 80–85% of people are considered neurotypical, while roughly 15–20% are neurodivergent. As awareness grows, that number may rise, not because people are changing, but because we’re learning to better understand and embrace the full spectrum of how our minds work.

More and more organisations are exploring ways to support neurodiversity in the workplace, not just as a tick-box exercise, but to help every employee thrive. When people don’t have to spend energy masking or trying to fit in, they can focus on doing their best work. And that doesn’t just benefit individuals, it brings a richer mix of skills, perspectives, and experiences to the whole team.

Examples of neurodivergence

Neurodivergence is an umbrella term for the many different ways people experience and interact with the world. Everyone’s journey is unique; here are just a few common examples of neurodivergence to illustrate the diversity of strengths and challenges people may experience:

• ADHD (Attention Deficit Hyperactivity Disorder) – Can affect concentration and focus, but often comes with bursts of creativity, quick thinking, and periods of intense hyper-focus that drive deep work.
• Dyslexia – Often linked to challenges with reading and writing, but many people with dyslexia excel in visual thinking, problem-solving, and spotting the big picture.
• Autism – Shapes how someone communicates, processes emotions, and interprets social cues. While it may come with challenges such as anxiety or literal thinking, it can also bring exceptional memory, attention to detail, and creative problem-solving.
• Dyspraxia – Affects coordination and movement, making some tasks more challenging, but it is also linked to strong verbal skills, empathy, and original thinking.
• Dyscalculia – Impacts how numbers are understood, yet many individuals shine in storytelling, design, and other non-numerical strengths.
• Tourette’s Syndrome – Characterised by involuntary movements or sounds (tics). Tourette’s doesn’t define intelligence or potential, and many people bring energy, humour, and resilience to their work and relationships.

Every person’s strengths and challenges are different, and that’s exactly why inclusive workplaces matter. By making space for diverse ways of thinking and working, we unlock potential that might otherwise go unseen.

Understanding discrimination, rights and responsibilities

Supporting neurodivergent employees isn’t just good practice, it’s an essential part of building a fair and inclusive workplace.

Not every neurodivergent condition is automatically a disability under employment law, but many do meet the definition under the Equality Act 2010, whether or not the individual identifies as disabled or has a formal diagnosis.

This means employees have the right not to be discriminated against due to their disability and are entitled to reasonable adjustments to help them thrive at work.

Legal definitions aside, a thoughtful employer will want to consider what support can be put in place to create a neuroinclusive environment, one where everyone can do their best work.

Simple adjustments can make a real difference, such as:

• Offering a quiet space to work.
• Providing noise-cancelling headphones.
• Using tools like screen readers, dictation software, or alternative furniture.
• Adjusting lighting to be brighter, softer, or more flexible.
• Allowing temperature control with a fan or heater.
• Building in regular short breaks throughout the day.

It’s worth remembering:

Employees don’t have to disclose that they’re neurodivergent, but you should offer support if they do. Some may not even recognise themselves as neurodivergent, but you still have a duty to offer support and reasonable adjustments.

This approach also applies to managing performance or formal processes. Clear feedback, open communication, and reasonable adjustments can often prevent the need for formal performance management altogether.

Building a neuroinclusive workplace

Creating a workplace where neurodivergent employees feel supported isn’t about ticking boxes, it’s about thoughtful changes that help everyone do their best work. Here’s how to start:

Review your recruitment processes

When advertising a job, you could:

• Be clear about which skills and experience are essential versus nice-to-have.
• Offer multiple ways to apply, as traditional online forms or written CVs may not suit everyone.
• Swap out jargon for plain, specific language that reflects the actual role.
• Highlight that applicants can request reasonable adjustments.

For interviews:

• Use clear, straightforward language when asking questions.
• Provide alternative interview formats if needed (e.g., written responses, skills tasks).
• Remind candidates that reasonable adjustments are available to support them.
• Clarify essential skills versus nice-to-have skills.
• Offer alternative ways to apply.
• Remind applicants they can ask for reasonable adjustments.
• Use plain, clear language throughout.

Train and support managers

Managers are key to building inclusive teams. Support them by:

• Providing training on reasonable adjustments and inclusive leadership.
• Introducing a neurodiversity policy and ensuring it’s understood and applied.
• Encouraging regular 1:1 meetings so team members feel safe to ask for support.

Raise awareness of neurodiversity

Neuro-inclusion works best when it’s part of your culture:

• Include neurodiversity in induction and mandatory training.
• Run awareness days or internal campaigns.
• Encourage senior leaders to share experiences and lead by example.
• Set up a neurodiversity staff network.
• Consider accessibility in everything, from events to everyday tools.

Support for all employees

Some adjustments can benefit everyone, meaning neurodivergent employees receive support without needing to disclose anything:

• Provide noise-cancelling headphones as standard.
• Offer quiet spaces anyone can use to focus or recharge.

In summary

Creating a neuroinclusive workplace benefits your business in the long term, but it takes time, and everyone is different.

Being open-minded, considering reasonable adjustments, and handling matters sensitively is essential. Confidentiality must always be respected.