National Inclusion Week, run every September by Inclusive Employers since 2013, gives organisations a focal point for celebrating inclusion at work. Neurodiversity deserves a proper place in that conversation. Autistic, ADHD, dyslexic and dyspraxic people, among others, are already in every workforce, whether or not they have told anyone.
The risk with any awareness week is that it becomes a few posters and a lunchtime talk that everyone forgets by October. The ideas below are designed to be enjoyable during the week and to leave something behind once it is over.
Host a lunch and learn on neurodiversity
A one-hour session over lunch is an easy way in. A good session explains what neurodiversity means, challenges common myths and gives people practical things to do differently on Monday morning. Our Neurodiversity 101 session is designed for exactly this format and works online or in person.
Run interactive workshops, not simulations
Some organisations try exercises that “simulate” what it is like to be dyslexic or autistic. We would steer clear. They tend to leave people feeling sorry for neurodivergent colleagues rather than understanding them, and they say nothing about strengths. Workshops that focus on communication styles, working preferences and what colleagues can change are far more useful. Our Allyship in Action workshop is built around practical group tasks along those lines.
Hear from neurodivergent colleagues
Staff stories and panel discussions often have the biggest impact of anything in the week, because they make neurodiversity specific and local. Make it genuinely optional, let people choose how much they share, and give speakers the questions in advance. Some may prefer to contribute a written piece or a recorded interview rather than speak live.
Showcase creative work
An exhibition or online gallery of work by staff, whether art, writing, photography or side projects, can be a relaxed way to celebrate different ways of thinking. Open it to everyone rather than singling out neurodivergent colleagues, and let people decide whether to attach any personal story to what they share.
Make support easy to find
Many employees do not know what support already exists. Use the week to pull it together in one place: how to request a reasonable adjustment, what your employee assistance programme covers, how to contact your neurodiversity or disability network, and where to find guidance such as the Acas advice on making your organisation neuroinclusive.
Train managers, not just HR
Managers shape day-to-day experience at work more than any policy does. If you invest in one thing this week, make it training that helps line managers have good conversations, agree adjustments and adapt how they communicate. We have written about why training HR alone is not enough.
Look at the physical workspace
Inclusion Week is a good moment to walk the office with fresh eyes. Is there anywhere quiet to work? Is the lighting harsh? Are desks crammed into a noisy open-plan floor? Quiet zones, adjustable lighting and noise-cancelling headphones help many people, neurodivergent or not. Our article on why every office needs a quiet area makes the case, and these neuroinclusive design tips cover virtual workspaces too.
Start or strengthen a mentoring scheme or network
Mentoring and peer networks give neurodivergent employees somewhere to share advice and raise issues, and they give the organisation a channel for honest feedback. If you already have a network, use the week to raise its profile and ask what it needs from leadership.
Ask people to make a specific pledge
A pledge wall, physical or digital, works best when the pledges are concrete. “I’ll send agendas before meetings” or “I’ll ask how people prefer to receive feedback” will change more than “I support inclusion”. Revisit the wall a few months later and ask how people are getting on.
Keep going after the week ends
The organisations that make real progress treat the week as a checkpoint, not the whole plan. Pick one or two things from your week that people valued and commit to them for the rest of the year. If you want help planning ahead, our guide to preparing your business for National Inclusion Week is a useful starting point.
How Enna can help
We run neurodiversity sessions for Inclusion Week and every other week of the year, from one-hour talks to half-day workshops, online or in person. If your network is new or has lost momentum, our Becoming an Effective Employee Resource Group workshop helps it set clear goals. To see where your organisation stands overall, try our free neuroinclusion maturity assessment, or book a call to plan a programme that lasts beyond one week.
