We hear one line from HR and inclusion leads more than almost any other: “Neurodiversity just isn’t a priority for us this financial year.”
We get it. Every organisation has to choose where to spend time and money, and retention, wellbeing, compliance and growth usually win the argument. Neurodiversity ends up on the “later” list.
The catch is that neurodivergent employees are already in your workforce. A widely cited estimate in the British Medical Bulletin puts neurominorities at around 15 to 20 percent of the population. Their experience at work doesn’t pause because the strategy hasn’t caught up.
This post looks at why neurodiversity slips off the agenda, what waiting costs, and how some organisations keep it moving by tying it to goals they already have.
Why it keeps getting pushed back
From our conversations with employers, the same four reasons come up again and again.
It feels like an add-on
Leaders sometimes see neurodiversity as a nice to have rather than something that affects performance and compliance.
The need is hard to see
Many people never disclose, so it is easy to underestimate how many employees are affected. Our post on why 1 in 5 of your employees may be neurodivergent without you knowing explains why.
Budgets are tight
When money is short, leaders favour projects with an obvious, quick return.
It gets lost inside wider DEI work
Unless it is named specifically, neurodiversity tends to be overlooked in broader inclusion plans.
All of this is understandable. None of it changes who is already working for you.
What waiting actually costs
Putting it off feels like the safe option. In practice the costs keep building, they just don’t sit on one budget line. We go into more detail in the hidden cost of ignoring neurodiversity, but the headlines are these.
Turnover. Neurodivergent people often leave because the adjustments they needed never arrived, not because they couldn’t do the job. Replacing them is expensive.
Productivity. People who spend energy masking or working around badly designed processes have less left for the work itself.
Legal risk. Irwin Mitchell’s analysis of HM Courts and Tribunals Service data found employment tribunal cases linked to neurodivergent conditions almost doubled between 2020 and 2025. The Equality Act 2010 makes reasonable adjustments a legal duty, not a gesture.
Reputation. Candidates and clients increasingly ask how inclusive an employer really is. Falling behind your competitors shows.
Link neurodiversity to goals you already have
Neurodiversity rarely needs to compete with existing priorities. More often it supports them.
- Talent attraction: visible support for neurodivergent people strengthens your employer brand.
- Innovation: teams that think differently spot problems and solutions others miss.
- Compliance: trained managers and clear policies reduce risk.
- Retention: small changes, like clearer communication or a quiet area in the office, can decide whether someone stays.
Often the job is less about launching something new and more about naming neurodiversity inside work you are already doing. If you need to persuade a leadership team, our guide on getting senior buy-in for neurodiversity sets out the arguments that land.
Small steps that still count
Not every organisation can overhaul its approach this year, and that is fine. Some of the most useful moves are modest:
- a short pilot training session for one group of managers
- a review of job adverts to make them clearer and more accessible
- a couple of inclusion questions added to your staff survey
- one quiet space in the office
None of these needs a big budget. Each one shows employees that someone is listening.
How Enna can help
We often work with organisations at exactly this stage: committed in principle, short on budget and time. A good first move is a single pilot of our Neurodiversity Awareness for Managers workshop, which gives you evidence to take back to leadership. If the board itself needs convincing, our session for senior leaders connects neurodiversity to the strategic goals they already own.
To see where the gaps are, try our free neuroinclusion maturity assessment or ask about a full neuroinclusion audit. Or simply book a conversation with us about what would fit your plans this year.
