Neurodiversity is not just a trend, it’s a growing recognition of how people think, communicate, and work in different ways. With an estimated 1 in 5 people being neurodivergent (including conditions like autism, ADHD, dyslexia, dyspraxia and others), HR professionals play a crucial role in creating inclusive, empowering environments for everyone. But for many, the question is: where do we start?
This blog outlines simple, proactive and strategic steps HR teams can take to begin supporting neurodiversity in their organisation – without needing a huge budget or overhaul. From starting conversations to gathering data and building structures for change, these ideas are designed to be practical, achievable, and impactful.
1. Add neurodivergence to your DEI conversations
If your diversity, equity and inclusion (DEI) conversations are still focused only on race, gender and sexuality, it’s time to expand the lens. Neurodiversity is a critical and often overlooked dimension of inclusion.
Start by:
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Including neurodivergence in your internal DEI language and messaging
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Adding it as a consideration in diversity metrics and reporting
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Ensuring policies like adjustments and recruitment include neurodivergent needs
This simple shift sends a signal: neurodivergent people are part of the inclusion conversation.
2. Set up a neurodivergent employee resource group (ERG)
An ERG gives neurodivergent staff a space to connect, share experiences, and shape inclusion from the inside. You don’t need a huge group, just a few passionate individuals can make a difference. Many neurodivergent people don’t identify as disabled, so likely will not join a disability focused ERG, so creating one specifically gives them the space to connect with others.
Support the ERG by:
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Giving dedicated meeting time during work hours
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Providing a small budget for events, speakers or resources
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Assigning an HR or leadership sponsor
If you’re not sure where to start, ask staff if they’d be interested. Make sure the invitation includes those who may be undiagnosed but relate to the experiences, including parents and carers, and those going through a diagnosis.
3. Appoint neurodiversity champions
Your neurodiversity champions can be someone from HR, DEI or another department who will take the lead on this topic. They don’t need to be an expert, they just need to care, listen and drive progress.
The role of a neurodiversity champion might include:
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Attending webinars or training to build understanding
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Acting as a contact point for neurodivergent staff
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Proposing improvements to processes or policies
Consider recognising this role officially, even if it’s part-time, so it’s given the weight and visibility it deserves.
4. Run a neurodiversity awareness session
One of the simplest things HR can do is host a training session or lunch-and-learn to help employees understand neurodiversity. Sessions can cover:
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What neurodiversity means
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Common workplace challenges and strengths
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How to support neurodivergent colleagues
We run engaging, jargon-free workshops designed specifically for corporate teams, check out Enna’s training services for options.
5. Create a simple reasonable adjustments process
Many neurodivergent employees won’t ask for help unless they know what’s available and how to access it. Review your adjustments policy and make sure it’s:
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Easy to find
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Clear and free of complicated language
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Encouraging for those unsure whether they “qualify”
Create a simple internal page or PDF with examples like noise-cancelling headphones, flexible deadlines or written instructions, and share it regularly.
6. Introduce sensory-friendly adjustments in the workplace
Many neurodivergent employees are affected by sensory sensitivities. Making the workplace more sensory-considerate can significantly improve comfort and focus.
Changes could include:
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Offering quiet zones or noise-reducing spaces
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Using soft, natural lighting or providing desk lamps
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Making scent-free policies or avoiding strong cleaning products
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Allowing items like noise-cancelling headphones or tinted screens
Even small tweaks can have a big impact, and benefit many others, including those with migraines or anxiety.
7. Add neurodivergence to your onboarding and induction materials
First impressions matter. Include a short section on neurodiversity during onboarding to normalise support and help neurodivergent employees feel welcome from day one.
For example:
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“We recognise and support neurodivergent ways of thinking and working”
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“If you ever need adjustments or support, here’s how to access it”
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“You’re welcome to join our neurodiversity ERG or speak to our neurodiversity champions”
This shows that inclusion isn’t just a policy, it’s part of the culture.
8. Review your recruitment process
Are your job descriptions overly wordy? Do you rely on interviews that test social confidence more than skill? Many neurodivergent candidates are excluded before they’ve even had a chance.
Make changes like:
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Offering interview questions in advance
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Allowing written answers or portfolio submissions
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Reducing jargon in job adverts
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Encouraging applicants to request adjustments in the process
These tweaks can level the playing field and attract a wider talent pool.
9. Introduce neurodiversity into your broader DEI strategy
Once you’ve made some progress, embed it into your DEI strategy to keep it moving. That might include:
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Setting goals for awareness training coverage
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Including neurodivergence in leadership development
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Reporting on adjustments uptake and satisfaction
This makes it part of your organisation’s DNA – not just a one-off initiative.
10. Use anonymous pulse surveys to uncover hidden needs
Not everyone will disclose their neurodivergence at work, especially if they don’t feel safe to do so. But HR can still understand barriers by running anonymous pulse surveys.
To make them effective:
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Ask direct but inclusive questions like “Do you feel the working environment supports different ways of thinking or working?”
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Include multiple choice options and free-text boxes so neurodivergent employees can express concerns in their own words
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Track themes across time to identify what’s working and where adjustments are needed
Pulse surveys are a low-effort way to gather useful insights and show your organisation is listening.
11. Start small with a neurodiversity strategy
You don’t need to launch a huge programme. Start by identifying two or three key actions you can commit to this year.
For example:
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Introduce a line on job adverts inviting neurodivergent candidates to request adjustments
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Run a pilot manager training session on neurodiversity
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Review one HR policy (e.g. sickness or probation) for inclusivity
Then set a date to review impact. A light-touch, strategic approach builds momentum and proves to senior leaders that inclusion doesn’t need to be complex to be effective.
12. Track adjustments data
You don’t need personal details to learn from adjustments. Start logging:
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How many adjustments are requested (anonymously)
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What kinds are most common (e.g. noise, deadlines, communication)
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What your response time is
This shows patterns in what people need and where the organisation can pre-empt future barriers. It also makes it easier to build a business case for system-level changes rather than one-off fixes.
13. Include neurodiversity in HR dashboards
If you already collect DEI data, add a question about neurodivergence. You might ask:
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“Do you identify as neurodivergent (e.g. ADHD, autism, dyslexia)?”
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“Do you experience differences in thinking, processing, or learning that affect how you work?”
Make it optional and anonymised. Even a small sample can help track representation and engagement, and ensure neurodivergent voices are part of wider inclusion strategy.
Conclusion: Start small, think big
Supporting neurodiversity doesn’t require a full-scale overhaul, just curiosity, commitment and a few simple steps. Whether you’re adding one question to a survey or launching a staff network, these actions signal to neurodivergent employees that they belong.
At Enna, we help organisations build neuro-inclusive cultures with practical, impactful training, audits, and support. If you want to go beyond awareness and into action, check out our training services or book a mini recruitment audit to assess how inclusive your hiring processes really are.