Remote and hybrid working can be a huge help for neurodivergent employees. No commute, no open-plan noise, more control over lighting and breaks. But working from home brings its own barriers too: back-to-back video calls, instructions lost in chat threads, and feedback that arrives without any of the context a face-to-face conversation gives. This guide sets out practical ways managers and colleagues can make remote work genuinely inclusive for autistic, ADHD, dyslexic, dyspraxic and other neurodivergent staff.
There’s good reason to get this right. As we explain in our article on why neurodivergent employees prefer hybrid work, flexibility is often what keeps talented people in a job.
Run better virtual meetings
Video calls can be draining. Reading faces on a small screen, managing audio delays and knowing when to speak all take effort, and that effort adds up across a day of meetings.
Share agendas in advance
Send an agenda and any papers a day or two before. People who need time to process information can prepare, and the meeting itself runs more smoothly for everyone.
Offer more than one way to contribute
Let people add points in the chat, in a shared document or by email afterwards. Not everyone thinks best out loud, and the quietest person in the call often has the most useful idea.
Be flexible about cameras and timing
Requiring cameras on all the time can be a real barrier for some people. Our guide to camera-on policies and reasonable adjustments explains why. Leave gaps between meetings, and be open to flexible hours where the work allows it.
Help people set up a workspace that works
Home offices vary hugely. Some people need a calm, uncluttered space; others work best with background noise or movement. Ask what would help rather than assuming. Adjustable desks, noise-cancelling headphones, better lighting and a second screen are common requests, and assistive technology such as screen readers, speech-to-text and mind-mapping software can make a real difference.
The government’s Access to Work scheme can help pay for equipment and other support. For more ideas, see our neuroinclusive design tips for physical and virtual workspaces.
Check in regularly about the setup, not just the workload. Needs change, and small problems are much easier to fix early.
Give feedback people can use
Feedback is harder to read remotely, because so much of the tone gets lost. A few habits help:
- Be specific. Name what went well, what needs to change and what good looks like.
- Follow up verbal feedback in writing, so the person can come back to it.
- Allow time to process. Don’t expect an immediate response to something significant.
Most importantly, avoid surprises. Feedback that lands out of nowhere in a chat message can cause a lot of anxiety, especially for people who have had difficult experiences at work before.
Keep people connected
Remote work can be isolating, and informal social events don’t suit everyone. Use a mix of collaboration tools, such as shared whiteboards, written channels and short calls, so people can join in the way that suits them. Make optional social activities genuinely optional. Peer support networks and mentoring can also help people feel part of the team, as can a neurodiversity employee resource group.
Wellbeing support matters too. Flexible hours, access to an employee assistance programme and managers who notice when someone is overloaded all help people stay well.
Build understanding across the team
All of this works better when the whole team understands neurodiversity, not just the manager. Training gives colleagues a shared language and makes it easier for people to ask for what they need. Acas has useful guidance on adjustments for neurodiversity that covers remote and office settings alike. And if your organisation is hybrid, our guide to creating a neurodiversity-friendly office environment covers the in-person side.
How Enna can help
Distributed teams rely on clear communication more than anything else. Our Neuroinclusive Communication and Neuroinclusive Collaboration workshops help remote and hybrid teams work together in ways that suit different thinking styles.
For individual employees, our needs assessments recommend specific adjustments for their role and home setup. To discuss what your team needs, book a call with us.
