Creating inclusive workplaces is not just a tick-box exercise; it’s a powerful strategy to attract, retain, and empower neurodivergent talent. With neurodiversity encompassing conditions like autism, ADHD, dyslexia, and dyspraxia, the need for businesses to support their neurodivergent employees has never been greater. In the UK, around 15-20% of the population is neurodivergent, yet many workplaces still lack the systems and awareness to accommodate these individuals effectively.

Research increasingly shows that companies with a focus on inclusion enjoy better business outcomes. For example, Deloitte found that inclusive teams make better business decisions up to 87% of the time. Given the benefits, here are five practical steps employers can take to support neurodivergent employees and help them thrive.

1. Flexible Working Conditions

Neurodivergent employees often face challenges with traditional working environments, such as sensory overload or difficulties adhering to rigid schedules. Flexible working options—such as remote work, variable hours, or providing quieter workspaces—can significantly improve their productivity and well-being.

In fact, a survey by the Chartered Institute of Personnel and Development (CIPD) revealed that 77% of employees who had access to flexible working arrangements reported higher job satisfaction. For neurodivergent employees, flexibility allows them to manage their unique needs, whether it’s avoiding distractions, managing hyperfocus, or taking short breaks to recharge. By offering these options, employers can create a more supportive and productive environment.

2. Clear Communication and Expectations

For many neurodivergent employees, vague or poorly communicated tasks can be a significant source of stress. Neurodivergent individuals often benefit from clear, concise instructions and structured tasks. Breaking down tasks into smaller, manageable steps can reduce anxiety and provide clarity.

The National Autistic Society highlights that only 16% of autistic adults in the UK are in full-time employment, largely due to barriers like communication challenges. However, many of these individuals are eager to work, and simple adjustments—such as clear instructions or visual aids—can make a significant difference. For example, outlining tasks in writing or providing step-by-step guides can help neurodivergent employees feel more confident in completing their responsibilities.

3. Neurodiversity Training for All Employees

Building an inclusive workplace is a team effort, and training all employees about neurodiversity is key to fostering an inclusive environment. Neurodiversity training helps educate teams about the strengths and challenges of their neurodivergent colleagues, breaking down misconceptions and encouraging understanding.

According to the 2024 CIPD report on neuroinclusion, 60% of employers who introduced neurodiversity training noticed a positive impact on employees’ comfort in discussing neurodivergence. Furthermore, 59% reported a greater appreciation for different thinking styles within the organisation. By implementing this training, businesses can create a culture that values and supports all types of minds, making neurodivergent employees feel more comfortable and accepted.

4. Low-Sensory Workspaces

Many neurodivergent individuals have heightened sensitivities to their physical environment. Loud noises, bright lights, or frequent interruptions can be overwhelming and distracting, reducing their ability to concentrate on tasks. Creating low-sensory workspaces is an easy and practical way to support these employees.

Offering quiet zones, adjustable lighting, or noise-cancelling headphones can significantly improve comfort and focus for neurodivergent workers. This approach doesn’t just benefit neurodivergent employees; many neurotypical individuals also prefer quieter, less distracting environments, making it a win-win for the whole team.

5. Mentorship and Peer Support

Mentorship can be a powerful tool for neurodivergent employees, providing personalised guidance and a sounding board for any workplace challenges they may face. A structured mentorship programme allows neurodivergent employees to build relationships with experienced colleagues who can offer advice and advocacy when needed.

In a report by Auticon, 90% of neurodivergent employees stated that mentorship had helped them integrate more effectively into the workplace. Offering a mentorship programme can improve job satisfaction and retention, while also giving neurodivergent employees the tools to thrive.

Final Thoughts

Supporting neurodivergent employees is not only about doing the right thing; it’s also a strategic move that can benefit your entire business. From increased productivity to better decision-making, the positive impact of an inclusive workplace is clear. By offering flexible working conditions, clear communication, neurodiversity training, low-sensory workspaces, and mentorship, you can create a supportive environment that allows neurodivergent individuals to thrive.

At Enna, we specialise in helping businesses build inclusive, neurodiversity-friendly workplaces. Explore our neurodiversity training and recruitment services to learn how you can create an environment where every employee can reach their full potential. Together, we can build more equitable and innovative teams.

Hi, we’re Enna! We connect neurodivergent talent with inclusive employers, offering bespoke, expert neurodiversity training and tailored recruitment support. Want to learn how we can help you or your team? Email hello@enna.org today to find out more about how we can help you.