Workplace wellbeing starts with recognising a universal truth: we all think, feel, and work in our own unique ways. Whether tackling a task, solving a problem, or managing a challenge, no two people approach things exactly the same way. This natural variation in how our brains work is what we call Neurodiversity.
Today, more and more employers are making space for this diversity through a concept known as Neuroinclusion – creating environments that welcome and support neurodivergent employees. With around 1 in 7 people in the UK estimated to be neurodivergent, it’s not just good practice – it’s essential.
By shifting away from one-size-fits-all expectations and embracing individual strengths and working styles, organisations can build truly inclusive cultures. When employers actively support neurodivergent staff, they don’t just improve wellbeing – they unlock new levels of creativity, productivity, and potential across their teams.
Although around 60% of employers claim that neuroinclusion is part of their wellbeing or EDI strategy, only 38% of neurodivergent employees say they receive meaningful support. This gap highlights an urgent need for more action and less assumption. Research from the CIPD shows that 63% of companies who actively embrace neuroinclusive practices see tangible improvements in creativity, workplace culture, people management, and employee engagement. The message is clear: when neurodiversity is genuinely supported, everyone benefits as inclusion drives innovation, boosts retention, and strengthens a sense of community in the workplace.
Understanding the Types of Neurodiversity in the Workplace
Neurodiversity encompasses a wide range of neurological differences, each bringing its own set of strengths and challenges. Far from being a barrier to success, these differences often equip individuals with unique perspectives and valuable skills that can enrich any workplace, but only when properly supported.
One of the most well-known forms of neurodivergence is Autism Spectrum Disorder (ASD). Autistic individuals may navigate the world differently when it comes to communication, social interaction, sensory sensitivity, and routine. Yet many thrive in structured environments, often showing exceptional attention to detail, consistency, and strong pattern recognition.
ADHD (Attention Deficit Hyperactivity Disorder) is another common form, frequently misunderstood as simply a lack of focus. In reality, ADHD often comes with high energy, creativity, and fast-paced thinking, particularly when tasks align with a person’s interests. Executive functioning challenges can be supported with tailored strategies and flexible structures.
For those with Dyslexia, difficulties may arise in reading, spelling, and auditory processing. But these individuals are often highly visual thinkers and exceptional problem-solvers, bringing innovation and creativity to complex challenges.
Dysgraphia, which affects written expression and fine motor skills, can make handwriting and spatial organisation a hurdle. However, with assistive technologies and patience, individuals with dysgraphia can communicate effectively and meaningfully.
Dyspraxia (Developmental Coordination Disorder) impacts physical coordination, but it often goes hand-in-hand with determination and inventive ways of approaching tasks. Similarly, Dyscalculia, which affects numerical comprehension, doesn’t hinder capability. Those who experience it may benefit from visual and practical learning aids.
Conditions like Tourette’s Syndrome, which involves involuntary tics, can be accommodated through understanding and inclusive environments. Many with Tourette’s are emotionally expressive, articulate, and insightful communicators.
Finally, Acquired Neurodiversity, including OCD, bipolar disorder, or sensory-related anxiety, can affect people at different points in life. These individuals often bring deep empathy, resilience, and a strong sense of focus, especially when employers take time to understand and adapt.
Key Terms in Neurodiversity: What Employers Should Know
Understanding some of the key terms linked to neurodiversity can go a long way in building more supportive and inclusive workplaces. Let’s explore a few that often come up in conversation.
You might hear the phrase executive function – this refers to the brain’s built-in management system, helping us stay organised, manage time, and make decisions. When this system isn’t working as smoothly, it’s called executive dysfunction, and it can make planning and focusing feel like climbing a mountain.
Body doubling is another term gaining traction. It simply means working alongside someone else, either in-person or virtually, to help stay focused. Just knowing someone else is there can make tasks feel more manageable.
For many neurodivergent people, overstimulation is a daily challenge. Bright lights, background noise, or even a busy office can lead to mental fatigue, making it hard to concentrate or feel comfortable.
On the flip side, hyposensitivity is when sensory input feels muted. This can lead to sensory-seeking behaviour like craving strong textures or flavours to feel more grounded or alert.
Masking is a coping mechanism where someone hides or suppresses natural behaviours to fit in socially, often at a great emotional cost. It can include mimicking eye contact or staying silent in meetings, even when it’s exhausting.
You may also come across stimming, short for self-stimulatory behaviour. This can include things like fidgeting, rocking, or repeating sounds – strategies that help with self-regulation and comfort.
Rejection Sensitive Dysphoria, commonly experienced by people with ADHD, refers to intense emotional reactions to criticism or rejection, even when unintended.
Then there’s hypersensitivity, where everyday sensations like noise or touch can feel overwhelming or even painful. This often impacts comfort and focus.
Finally, Pathological Demand Avoidance (PDA), often associated with autism, involves a strong resistance to everyday tasks or expectations.
Start your neuroinclusion journey with our latest free guide
Creating an inclusive workplace for neurodivergent employees means more than good intentions – it requires action, awareness, and a willingness to adapt.
That’s why we’ve produced The Employer’s Guide to Neurodiversity, a comprehensive resource designed to help businesses build neuroinclusive work environments. From flexible working to tailored recruitment and everyday adjustments, this guide offers actionable advice and insights to help you turn understanding into impact.
Neuroinclusion isn’t just a policy – it’s a commitment to ensuring no one is left behind. With the right tools and support, your organisation can unlock the full potential of a truly diverse workforce. Download The Employer’s Guide to Neurodiversity today and discover ways to support and empower your neurodivergent staff.