Most offices were designed around one idea of how people work: an open-plan floor, bright overhead lights, meetings booked back to back and plenty of unwritten rules. For many autistic, ADHD, dyslexic and other neurodivergent people, that setup creates barriers that have nothing to do with their ability to do the job. The good news is that most of those barriers are easy and inexpensive to remove, and the changes tend to help everyone. Here are ten places to start.
1. Build awareness and understanding
Inclusion starts with people knowing what neurodiversity is and how it shows up at work. Training gives managers and colleagues a shared language, helps them understand that brains work in different ways, and makes it easier for people to ask for what they need without fear of judgement.
Enna runs a range of neurodiversity training workshops for everyone from new starters to senior leaders.
2. Offer flexible working
Flexible hours and remote or hybrid options let people work when and where they focus best. Judging people on results rather than hours at a desk also removes a lot of unnecessary pressure. For many neurodivergent employees, flexibility reduces anxiety and sensory overload more than any single office adjustment. Our guide to supporting neurodivergent employees who work remotely covers the home-working side in more detail.
3. Design for the senses
Noise, lighting, smells and visual clutter affect people differently, and for some they are the biggest barrier in the building. Useful changes include:
- quiet rooms or zones with softer lighting and comfortable seating
- sound-absorbing materials such as carpets and acoustic panels
- breaking large open-plan floors into smaller, more defined areas
- adjustable lighting and desks, and access to plants or outdoor space
Everyone’s sensory profile is different, so ask people directly what helps rather than guessing. The British Standards Institution’s PAS 6463 guide on neurodiversity and the built environment is a detailed reference for anyone planning a fit-out, and our neuroinclusive design tips offer a quicker starting point.
4. Offer different ways to communicate
Some people prefer to talk things through; others communicate much more clearly in writing. Offering a choice of email, instant messaging, calls and face-to-face conversation lets people use the method that works for them, and makes misunderstandings less likely.
5. Set clear expectations and give structured feedback
Ambiguity is a common source of stress at work. Accurate job descriptions, clear goals, written instructions alongside verbal ones and visual aids where useful all help people know what good looks like. Regular, specific feedback on a predictable schedule means there are fewer surprises, and gives people the information they need to do their best work.
6. Make hiring more inclusive
Traditional recruitment, with vague job adverts, unstructured interviews and trick questions, filters out a lot of neurodivergent talent. Clear adverts, interview questions shared in advance and practical tasks in place of panel interviews widen the pool. Employers can also reach neurodivergent candidates through Enna’s jobs board.
7. Set up mentoring
A good mentor can explain how the organisation really works, from unwritten norms to who to ask about what, and give a neurodivergent colleague a trusted person to talk to. Mentoring works both ways too, helping more experienced staff understand different ways of thinking.
8. Support an employee resource group
A neurodiversity employee resource group gives people with shared experiences a place to support each other, share strategies and raise issues with leadership. Strong ERGs often drive real policy change. Our Becoming an Effective Employee Resource Group workshop helps new and existing groups have more impact.
9. Make reasonable adjustments
Employers have a legal duty to make reasonable adjustments for disabled employees, which often includes neurodivergent staff. Adjustments might be a quieter desk, assistive technology, extra time for certain tasks or more frequent breaks in long meetings. Each person’s needs are different, so the conversation matters as much as the adjustment. Our guide to reasonable adjustments and your legal responsibilities explains what the law expects, and Acas has practical examples of adjustments for neurodiversity.
10. Measure and keep improving
Inclusion isn’t a one-off project. Anonymous surveys, feedback sessions and data on recruitment, retention and progression show where things are working and where they aren’t. Use what you learn to refine policies, training and adjustments, and involve neurodivergent employees in deciding what changes next.
How Enna can help
If you’re not sure where your organisation stands, our free neuroinclusion maturity assessment gives you a quick benchmark. For a deeper review of your policies, processes and physical spaces, our neuroinclusion audits and consultancy identify practical changes and help you prioritise them.
Book a call to talk about making your workplace work better for neurodivergent people.
