Written by Rebecca Sterry, Director of External Affairs at Autistica (April 2024)

We all think differently so prioritise neurodiversity and make the workplace better for everyone. 

We know that employers are thinking more about neurodiversity than ever before as they consider how to recruit and support diverse talent. But we know that many don’t know where to start. As part of our research project with University College London, and more recently, the Department for Work and Pensions, we have spoken to hundreds of managers, HR leads and employees in companies from a range of sectors to gather evidence and understand their needs. Many employers report that they don’t know how to fulfil the needs of such a diverse group. Others are unclear about how neuro-inclusive approaches can sit alongside other EDI approaches. Many are just scared to get it wrong. But doing nothing means organisations are missing out on unique talent and leaving many existing staff unsupported and unable to work to the best of their ability. We still take a one-size fits all approach to recruiting and retaining staff, it’s time to do things differently, because we all think differently.

Why prioritise supporting neurodiversity in the workplace?

Around 1 in 7 people in the UK is neurodivergent, so chances are a few of your colleagues are too – whether they are diagnosed or not. Neurodivergence includes ADHD, autism, dyslexia, dyspraxia, and tic conditions like Tourette’s, and many more conditions.

We know that neurodiverse teams perform better. A thriving organisation needs big-picture thinkers, people who notice the crucial details, team players, innovators, creative problem solvers, and that one person who does twice the work in half the time.

Neurodivergence is commonly associated with strengths and qualities such as:

• Attention to detail.
• Sustained focus.
• Innovative problem-solving and creative thinking.
• Loyalty, honesty and reliability.

But recruitment processes, workplace procedures and negative attitudes can lead to neurodivergent talent being overlooked. So this pool of talent is being missed by many organisations. With the right adjustments, neurodivergent people can thrive in the workplace, and be a true asset to your organisation.

How organisations can become more neuroinclusive

Neuroinclusion doesn’t have to be costly or require major structural changes to buildings or working practices. Many of the suggested adjustments that have come out of our research are small changes that any company of any size can implement. For example, offering all job candidates with questions in advance of an interview is something that can benefit everyone, takes no time and costs nothing.

That’s why we have created the Neurodiversity Employers Index - NDEI^® - to provide companies with the guidance they need to design inclusive processes and procedures, and recruit and retain neurodiverse teams.

There are numerous benefits for your organisation taking part in the NDEI^®: 

• You'll receive a confidential, scored report and a personalized roadmap for change outlining quick wins as well as goals to sustainably build and support neurodiverse teams.
• Helps you shout about your neuroinclusive practices through the NDEI^®  awards, acting as a beacon for neurodivergent talent.
• Evidence-based strategies to help your organisation support and make the most of neurodivergent employees.
• Access to a network of employers leading the way in workplace neuroinclusion and opportunities for networking and knowledge-sharing

Any UK-based organisation with five or more employees can take part in the NDEI^®. It doesn’t matter whether you already have made great strides in neuroinclusion, or if signing up to the NDEI^® is your first step towards a supporting neurodiverse team, by taking part, your organisation will know exactly what it needs to become a leading neuroinclusive employer.

The NDEI^®  is free for a limited time only. Learn more about the process of taking part and register at www.autistica.org.uk/ndei. The submission period opens in the summer, and all those registered now will receive an invitation to take part at this time.

Neurodiversity is about everyone

The concept of neurodiversity explores the idea that we all think and see the world differently. Some of us might be neurotypical, and some of us might be neurodivergent but ultimately we all have different strengths and challenges and respond differently to certain environments, communication styles and ways of working. But right now we are all expected to fit into one mould when it comes to the workplace. Until we treat every employee as an individual, and find out how to get the best out of them, we will never be able to see their true potential. Taking a neuro-inclusive approach to employment benefits us all.