It’s something we hear a lot from HR and DEI professionals:
“Neurodiversity just isn’t a priority for us this financial year.”

We completely understand. Every organisation has to make tough choices about where to focus its time and resources. Priorities like retention, wellbeing, compliance, or innovation often take centre stage and neurodiversity can feel like something to come back to later.

But here’s the challenge: neurodivergent employees are already in your workforce. Their experiences, challenges, and contributions don’t pause simply because the strategy hasn’t caught up yet.

This blog explores why neurodiversity often slips off the agenda, what the risks of waiting can be, and how some organisations are finding ways to connect it to their existing priorities.

Why Neurodiversity Isn’t Prioritised

From our conversations with organisations, we know there are a few common reasons:

• It feels like an add-on. Leaders sometimes see it as a “nice to have” rather than central to performance and compliance.

• There’s little visibility. If employees don’t disclose, it’s easy to underestimate the scale of need.

• Budgets are tight. Leaders are under pressure to focus on initiatives with immediate ROI.

• It gets absorbed into wider DEI. Without being called out specifically, neurodiversity often gets overlooked.

All of these reasons are understandable. But they don’t remove the reality: at least 1 in 7 employees is neurodivergent.

The Hidden Costs of Waiting

Delaying action can feel like the simplest choice. But in practice, it can carry hidden costs:

• Turnover – Many neurodivergent employees leave because adjustments aren’t in place, not because of lack of capability. Replacing them is costly.

• Productivity – Employees who are masking or struggling can’t always perform at their best, which affects overall team outcomes.

• Compliance – Employment tribunals related to ADHD, autism, and dyslexia are increasing. The Equality Act 2010 makes adjustments a legal obligation.

• Reputation – Competitors are starting to position themselves as inclusive employers. Falling behind affects talent attraction and brand trust.

In other words, postponing doesn’t press pause. The challenges continue, even if they’re not on the official strategy list.

Connecting Neurodiversity to Existing Goals

The good news is, neurodiversity doesn’t need to compete with current priorities, it often supports them directly. For example:

• Talent attraction: Younger generations are more likely to identify as neurodivergent. Visible support makes your employer brand stronger.

• Innovation: Diverse teams outperform on problem-solving. Supporting neurodivergent thinkers unlocks untapped potential.

• Compliance: Proactive training and clear policies reduce risk.

• Retention: Small adjustments, like clearer communication or quiet working areas, can make the difference between an employee staying or leaving.

Sometimes it’s less about creating a new initiative, and more about linking neurodiversity to what you’re already doing.

A Practical Way Forward

Not every organisation is in a position to overhaul its approach right now and that’s okay. We often see the biggest impact from small, practical steps:

• Running a short pilot training for managers.

• Reviewing job descriptions to make them more accessible.

• Adding questions about inclusion into employee surveys.

• Creating one quiet space in the office.

These actions don’t require major investment, but they show employees you’re listening and taking steps forward.

Final Thoughts

If neurodiversity isn’t a strategic priority this year, you’re not alone. Many organisations are in the same place.

But neurodivergent employees are still part of your workforce today. Taking even small steps now and linking inclusion to the goals you’re already working on can help prevent hidden costs in retention, risk, and productivity.

At Enna, we partner with organisations at exactly this stage. Whether it’s providing training pilots, workplace audits, or simply helping connect the dots between neurodiversity and current strategic goals, our role is to make progress possible in ways that fit your context.

👉 If you’d like to explore how we could support your priorities, take a look at our training for managers or workplace audits.