Workplaces in 2025 are under growing pressure to not only talk about inclusion but to prove it. For neurodiversity specifically, that means going beyond inspirational posts during awareness weeks and actually measuring whether policies, practices, and culture are working for neurodivergent employees.

For HR teams, DEI leads, and people managers, this raises a big question: how do you measure something as complex as neuroinclusive culture?

The truth is, you can measure it, and you should, because what gets measured gets managed. Without the right data, organisations risk making well-intentioned changes that never deliver real impact.

Why Measuring Neuroinclusive Culture Matters

Neurodivergent employees including those with ADHD, autism, dyslexia, dyspraxia and more bring different perspectives, fresh problem-solving approaches, and innovation that benefits the whole organisation. But without a neuroinclusive culture, those strengths often go unnoticed or underused. The result? Frustration, disengagement, and ultimately, higher turnover.

This is where measurement makes the difference. Tracking the right metrics isn’t just a “nice to have”, it’s how you turn good intentions into measurable progress. Here’s why it matters:

1. Spot barriers early
Exit interviews, anonymous surveys, and adjustment uptake data can reveal issues long before they escalate into resignations or costly employment tribunals. If you see a consistent drop in engagement scores from certain teams or roles, it’s a signal to investigate and act.

2. Ensure reasonable adjustments are actually being used
It’s one thing to have a policy on adjustments; it’s another to know if employees feel confident requesting them. Tracking uptake rates and following up where they’re low, ensures those policies are more than words on paper.

3. Check if policies translate into real change
Many organisations have diversity and inclusion statements, but without measurement, there’s no way to know if employees are experiencing that inclusion day to day. Regular pulse surveys and focus groups help bridge this gap between policy and lived experience.

4. Build trust with employees
When you measure and share results and more importantly, act on them, employees see that inclusion is more than a tick-box exercise. This builds psychological safety and encourages open conversations about needs and challenges.

5. Prove ROI to senior leadership
Data makes the case for continued investment. By linking metrics like retention, productivity, and employee engagement to inclusion initiatives, you can demonstrate the tangible business benefits of neuroinclusive practices.

6. Drive continuous improvement
Measurement isn’t just about spotting problems; it’s about tracking progress. Over time, you can see how your organisation is evolving, identify what’s working, and refine your strategy accordingly.

In short, measurement is the engine of cultural change. It moves inclusion from good intentions to consistent, actionable results that benefit both employees and the organisation as a whole.

Key Metrics to Track for Neuroinclusive Culture

If you’re looking to get started or refine your approach in 2025, these are the most valuable metrics to include in your dashboard.

1. Uptake of Reasonable Adjustments

It’s not enough to offer adjustments, you need to know whether neurodivergent employees feel safe to request them and whether they are actually in place.

What to measure:

• Number of adjustment requests vs. number granted

• Time taken from request to implementation

• Repeat requests (could signal ongoing barriers or lack of implementation)

Example:
If your organisation buys a Grammarly license for example, track how many employees have requested to use it and how quickly they were able to use it. If uptake is low, investigate whether awareness or trust in the process is the issue.

2. Retention Rates of Neurodivergent Staff

Retention is one of the clearest indicators of cultural health. If neurodivergent employees are leaving at a higher rate than others, that’s a red flag, even if they never formally disclosed their neurodivergence.

What to measure:

• Average tenure of neurodivergent employees vs. the wider workforce

• Turnover spikes following policy or leadership changes

• Patterns in feedback that point to inclusion issues

Using exit interviews effectively:
Organisations often don’t know whether a departing employee is neurodivergent, and that’s okay — you can still gather valuable insights by asking inclusion-focused questions. For example:

• “Did you feel supported in the way you work best?”

• “Were there barriers that made your job harder?”

• “Did you feel comfortable raising concerns or asking for support?”

By looking for patterns in these answers, you can identify whether inclusion issues may have contributed to turnover, even without disclosure data. Over time, these insights can shape targeted improvements in culture, processes, and manager training.

3. Employee Satisfaction and Belonging

A strong neuroinclusive culture ensures employees feel safe, valued, and part of the team.

How to measure it:

• Add targeted questions to pulse surveys (more on these below)

• Include inclusion-related questions in annual engagement surveys

• Break down results by neurodivergent representation where possible

Example pulse survey questions:

• “I feel comfortable asking for the support I need to do my job well.”

• “My manager understands and supports different ways of working.”

4. Psychological Safety Scores

Neurodivergent employees often face stigma and misunderstanding, so measuring psychological safety (the belief that you can speak up without fear) is crucial.

Questions could include:

• “I can share ideas or concerns without worrying about negative consequences.”

• “I feel safe to be my authentic self at work.”

Tracking this over time will reveal whether initiatives are genuinely improving the workplace environment.

5. Adjustment Process Effectiveness

Beyond uptake, measure how well the process works from start to finish.

Metrics to include:

• Average time from request to fulfilment

• Employee satisfaction with adjustments provided

• Instances where adjustments failed or needed multiple changes

6. Training Completion and Impact

Training is a cornerstone of building a neuroinclusive culture, but attendance alone isn’t enough.

Measure:

• Percentage of managers completing neurodiversity training

• Post-training confidence levels on supporting neurodivergent staff

• Behaviour changes or improvements reported after training

If managers complete training but satisfaction scores stay low, the issue might be in applying the learning, which can be addressed through follow-up workshops or coaching.

Using Pulse Surveys to Track Inclusion in Real Time

Pulse surveys are short, frequent check-ins that allow you to quickly measure how employees are feeling and reacting to changes.

Why they work for neurodiversity:

• They capture small shifts in sentiment before they become major issues

• They can be anonymous, which encourages honest feedback

• They give you a chance to iterate on initiatives quickly

Tips for effective pulse surveys:

1. Keep them short, no more than 5 questions

2. Use plain, clear language

3. Repeat key questions regularly so you can track changes over time

4. Share results openly and explain what actions will be taken

Creating a Neuroinclusive Metrics Dashboard

To make measurement easy, create a dedicated dashboard that tracks all key metrics in one place. This could include:

• Retention rates

• Uptake of adjustments

• Training completion rates

• Pulse survey scores

• Exit interview themes

Where possible, break down data by department or team to spot patterns. If one department scores high on inclusion but another scores low, this points to targeted training or support needs.

Turning Data into Action

Collecting data is the first step, acting on it is where the change happens.

Steps to take:

1. Share results with leadership and employees to build transparency

2. Prioritise quick wins to show progress (e.g. improving the adjustment process)

3. Plan long-term initiatives for systemic changes

4. Re-measure regularly to track improvement

How We Can Help

At Enna, we specialise in helping organisations measure and build a neuroinclusive culture. From running targeted pulse surveys to designing dashboards and delivering manager training, we help you turn insight into action.

If you want to track whether your neurodiversity initiatives are truly making a difference and identify where to focus next a Neuro-Inclusion Audit is the perfect starting point.

Find out more about our audits here or contact us today to get started.