Building an inclusive workplace doesn’t happen overnight. It’s a continuous process that requires dedication, education, and a willingness to challenge the status quo. While many organisations recognise the value of diversity and inclusion, some counter-arguments and misconceptions can stand in the way of creating truly neurodiversity-friendly environments. However, the benefits of inclusive practices, particularly when it comes to neurodiversity, go beyond simply “doing the right thing.” They contribute to stronger, more innovative, and more productive workforces. In this blog, we explore how the process of cultural change happens, why neurodiversity is good for business, and some unique ways to build a more inclusive workplace.

Why Culture Change Takes Time and Consistent Effort

Workplace culture is deeply ingrained in any organisation. Changing it requires not only addressing surface-level policies but also challenging attitudes and behaviours that have been long established. Cultural change begins with small, continuous actions, building over time into meaningful shifts in attitudes and practices.

A common misconception is that diversity and inclusion initiatives can be ‘solved’ with one-off actions, such as hosting an awareness event or introducing a new policy. But meaningful cultural shifts only occur when diversity and inclusion become a core part of an organisation’s identity. This involves continual education, reflection, and action.

Leaders and employees must engage in ongoing conversations about inclusivity, making room for difficult discussions, and rethinking how decisions are made within the company. It’s not just about making surface-level adjustments; it’s about creating a work environment that values diverse perspectives, voices, and ways of thinking.

Countering the Counter-Arguments

When advocating for neurodiversity-friendly workplaces, several counter-arguments can arise, such as concerns about the cost of accommodations or the idea that making changes for neurodivergent employees creates an uneven playing field. These arguments, however, often come from a misunderstanding of both the nature of neurodivergence and the benefits of inclusivity.

1. Accommodations are too expensive.
   This is one of the most common misconceptions. In reality, many accommodations, such as flexible work hours or the use of assistive technology, are low-cost or even cost-free. According to a study by the Job Accommodation Network, 56% of workplace accommodations cost nothing, and those that do have a cost typically involve a one-time investment of £400 or less. The long-term return on this investment, in terms of productivity, employee loyalty, and reduced turnover, far outweighs the initial costs.
2. Neurodiversity-friendly policies lower productivity.
   The idea that creating inclusive environments reduces productivity is not supported by data. In fact, the opposite is true. A Harvard Business Review study showed that neurodiverse teams are more innovative and productive when given the right support. By enabling employees to work in ways that suit their cognitive styles, companies actually improve overall output and efficiency.
3. Inclusivity efforts benefit only a small group.
   Creating an inclusive culture benefits everyone, not just neurodivergent employees. Studies have shown that when companies focus on making accommodations and fostering inclusivity, it enhances the experience for all employees. A report by Accenture found that companies prioritising inclusivity and diversity were 1.7 times more likely to be innovation leaders in their market, with employees reporting higher levels of engagement and well-being. 

The Business Case for Neurodiversity-Friendly Workplaces

Creating a workplace that embraces neurodiversity brings tangible business benefits, from increased innovation to enhanced employee retention. Neurodiverse individuals often bring unique skills, perspectives, and problem-solving approaches to the workplace. Studies have shown that 35% of entrepreneurs are dyslexic, according to research by Cass Business School, which illustrates how individuals with conditions such as dyslexia bring creativity and out-of-the-box thinking that can drive business success. 

Furthermore, neurodiverse employees tend to bring strengths in areas like pattern recognition, data analysis, and lateral thinking—skills that are highly sought after in industries such as tech, finance, and research. Many companies, including Microsoft and SAP, have launched specific neurodiversity hiring programmes to tap into these talents, with SAP reporting increased productivity and innovation as a result.

Creating Organic, Needs-Based Communities within Organisations

One of the most powerful ways to foster an inclusive culture is by supporting the development of internal communities or employee resource groups (ERGs) focused on neurodiversity. These groups create safe spaces for neurodivergent employees to share their experiences, advocate for needed changes, and help raise awareness across the organisation.

By allowing these groups to form organically, organisations can ensure that the support provided is needs-based and truly reflective of the community’s concerns. ERGs help strengthen employee bonds, foster mutual understanding, and create a sense of belonging, which leads to improved morale and retention. When employees feel valued and understood, they are more likely to be engaged, motivated, and loyal to their employer.

Building Trust and Employee Engagement

Inclusive workplaces foster trust between employees and their employers, which is critical for business success. According to research from Great Place to Work, companies that prioritise trust and inclusivity have employees who are 50% more likely to stay long-term. Employees who feel supported are more engaged and less likely to leave, reducing turnover and associated recruitment costs. Additionally, PwC’s Global CEO Survey found that 85% of CEOs whose organisations have strong inclusivity policies reported increased profits.

When employers take proactive steps to create inclusive environments, they send a clear message that everyone’s contributions are valued. This, in turn, helps build a culture of trust, where employees are more likely to bring their whole selves to work and collaborate effectively with their teams.

Conclusion: Building the Future of Work

Culture change is an ongoing process, but the benefits of creating an inclusive, neurodiversity-friendly workplace far outweigh any challenges or perceived costs. By fostering internal communities, offering accommodations, and continually challenging counter-arguments to inclusion, companies can create environments where everyone thrives.

The future of work lies in building workplaces that celebrate diversity of thought, experience, and skill. Neurodiverse employees bring invaluable strengths to organisations, and by recognising and supporting these contributions, companies can drive innovation, productivity, and long-term success.

At Enna, we’re committed to helping businesses on their neuro-inclusion journey. Whether through our bespoke neurodiversity training workshops or our recruitment services, we offer solutions that help foster an inclusive, supportive workplace culture. Let’s work together to create a world where every employee’s strengths are recognised and valued. Contact us today to learn more.

About Enna Global

At Enna, we specialise in helping inclusive employers unlock the potential of neurodivergent talent through tailored recruitment services, expert neurodiversity training, and innovative workplace solutions. Founded in London by CEO Emily Banks in 2019, our mission is to create truly inclusive workplaces where neurodivergent employees can thrive, bringing unparalleled creativity, focus, and innovation to organisations. Whether you’re looking to recruit exceptional neurodivergent candidates, enhance your team’s understanding with neurodivergence workshops, or advertise job opportunities that attract diverse talent, we’re here to support you. Explore our resources, success stories, and services to take your first step toward transforming your workplace and embracing the power of neurodivergence. We’re so happy you’re here! 😉