By Matt Jackson-Gill

After five years in agency recruitment, I’ve had the privilege of observing how various organisations approach hiring. It’s given me a unique perspective on how businesses operate behind the scenes, and one area that has consistently stood out (for better or worse) is how companies treat neurodiversity in the workplace. Too often, it feels like just another tick-box exercise, a compliance requirement to be met rather than an opportunity to make real, meaningful change. 

This experience, combined with a recent personal revelation, has ignited my passion to make a difference in this space.

The turning point came when it became clear my five-year-old son, Rex, had ADHD. As a parent, the realisation was a whirlwind of emotions, concern, love, and determination all rolled into one. It opened my eyes to the challenges that neurodivergent individuals face daily and forced me to confront a simple but powerful truth – the world, and particularly the workplace, isn’t designed with them in mind. For me, it wasn’t just about giving Rex a label, it was a call to action.

This journey became even more personal when two close friends were diagnosed with neurodivergent conditions later in life. Their experiences of feeling misunderstood, undervalued, and excluded from opportunities have highlighted just how much work remains to be done. With all of this swirling in my mind, I decided to pivot my career to focus on helping drive real change in how businesses view and support neurodiversity.

 Neurodiversity: More Than A Box To Be Ticked

Neurodiversity includes everyone! It encompasses the full range of neurological differences, including ADHD, autism, dyslexia, Neurotypical and more. These differences are natural variations in the human brain, bringing unique perspectives, skills, and creativity to the table. Yet, despite the immense potential of neurodivergent individuals, the workplace can be an unwelcoming place for those with a condition.

During my time in recruitment, I saw how neurodiversity was often treated as an afterthought. Companies would proudly advertise themselves as “inclusive,” pointing to their policies and initiatives, but the reality was often disappointing. Job descriptions were riddled with vague, inaccessible language. Interview processes were rigid, favouring candidates who could “perform” in traditional settings rather than those who might shine in alternative ways. When neurodivergent employees were hired, they were frequently left unsupported, with little consideration for their specific needs, resulting in a higher turnover rate.

For businesses, it’s not just a matter of ethics, it’s also a smart strategy. Studies consistently show that diverse teams perform better. Neurodivergent individuals bring fresh perspectives, problem-solving skills, and creativity that can drive innovation. But these talents can only flourish in environments that embrace and celebrate difference, rather than forcing people to conform to a rigid “one size fits all” standard.

Rex: My Wake-Up Call

When we recognised that Rex had ADHD, my first instinct was to learn everything I could. I wanted to understand what the world looked like through his eyes and how I could best support him. What I found was a mix of inspiration and frustration. On the one hand, there were countless stories of neurodivergent individuals achieving incredible things. On the other hand, there were just as many accounts, if not more, of people being excluded, overlooked, or misunderstood because they didn’t fit into society’s narrow definition of “normal.”

I began to wonder what the workplace might look like when Rex grew up. Would it be a place where he could thrive and where his unique way of thinking would be celebrated? Or would it be a place where he’d have to mask his true self just to get by, like so many people are currently doing as I write this? The more I thought about it, the more I realised that I didn’t just want to hope for a better future for him, I wanted to help create it.

The Late Diagnoses Of Friends

Around the same time, two close friends were diagnosed with ADHD, becoming part of a rapidly growing group of individuals being diagnosed later in life. For them, the diagnosis was a double-edged sword. Yes, it provided clarity and validation – they finally understood why certain things had always felt more challenging for them. However, it was bittersweet as they couldn’t help but wonder how different their lives might have been if they’d been diagnosed earlier, if they’d had the right support in school, in university, and most importantly, in their careers.

Listening to their stories was upsetting, but it also strengthened my resolve. These are brilliant, talented individuals who have so much to offer the world, yet they’ve had to fight just to be seen and heard. Their experiences reaffirmed what I’d already started to believe: We can’t wait for the world to catch up. We have to actively push for change, especially in the workplace.

What Needs To Change?

If we want to create truly inclusive workplaces for neurodivergent individuals, we need to go beyond surface-level initiatives. Here are a few areas where businesses can make a real impact:

1. Rethink Job Descriptions And Hiring Processes: Job descriptions should focus on the essential skills and qualities needed for the role, rather than including a laundry list of requirements that may exclude neurodivergent candidates. Interview processes should be flexible, allowing candidates to demonstrate their abilities in ways that suit them.
2. Create A Culture Of Understanding: Training and education are key. Employees at all levels need to understand what neurodiversity is and how they can support their colleagues. This isn’t just about avoiding discrimination, it’s about creating an environment where everyone can thrive.
3. Offer Tailored Support: Simple adjustments can make a huge difference, whether it’s flexible working hours, noise-cancelling headphones, or allowing employees to work from home. But more importantly, employers need to listen to neurodivergent individuals and involve them in conversations about what support looks like.
4. Measure Impact: Inclusion efforts shouldn’t be a box-ticking exercise. Businesses need to track their progress, gather feedback from neurodivergent employees, and continuously improve their practices.

Looking Ahead

Since my career has moved into helping to champion neurodiversity in the workplace, a deep sense of purpose has been driving me. This isn’t just about creating better workplaces, it’s about creating a better world. It’s about ensuring that Rex, and others like him, can grow up in a society that sees their differences not as challenges to be “managed” but as strengths to be celebrated.

I know the road ahead won’t be easy. Change is slow, and there will undoubtedly be moments of frustration. But I’m optimistic. The conversations around neurodiversity are growing louder, and more people are beginning to recognise the value of inclusion. By sharing my story and taking action, I hope to be part of the movement that shifts neurodiversity from a box-ticking exercise to a genuine priority for businesses everywhere.

Ultimately, this is about more than just my career or even my son’s future. It’s about building a world where everyone has the chance to shine, where we don’t just accept but embrace it. And that’s a future worth fighting for.

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 About Enna Global

At Enna, we specialise in helping inclusive employers unlock the potential of neurodivergent talent through tailored recruitment services, expert neurodiversity training, and innovative workplace solutions. Founded in London by CEO Emily Banks in 2019, our mission is to create truly inclusive workplaces where neurodivergent employees can thrive, bringing unparalleled creativity, focus, and innovation to organisations. Whether you’re looking to recruit exceptional neurodivergent candidates, enhance your team’s understanding with neurodivergence workshops, or advertise job opportunities that attract diverse talent, we’re here to support you. Explore our resources, success stories, and services to take your first step toward transforming your workplace and embracing the power of neurodivergence. We’re so happy you’re here! 😉