Most employers are still overthinking neurodiversity, worrying about saying or doing the wrong thing. In the end, many avoid the conversation.

In the beginning, employers don’t have all the answers. That’s ok as long as they still act. The best starting point? Asking questions … talking.

Neurodivergent people may find themselves marginalised by organisational cultures, processes and technology that don’t consider their thinking styles. That stops businesses from offering neurodiverse employees the support they need to flourish… from unleashing the full potential of their teams.

Overlooked potential

Around 1 in 5 people are neurodivergent, which could mean 20% of your workforce. (Neuroinclusion at Work Report, 2024)

Many talented, neurodiverse people are filtered out before they even get started, due to:

• Confusing job specs
• Unstructured interviews
• Unclear expectations

If your recruitment process isn’t transparent, it isn’t inclusive. Lack of clarity becomes a barrier.

Good intentions aren’t enough

Most organisations think they’re doing okay, with 70% offering “some form” of support. But 23% admit they’re doing nothing at all.

Even more worrying …

• Only 46% of employees feel their manager effectively supports neurodivergent colleagues.
• Just 30% of employers have trained staff on neurodiversity.

And the scariest statistic:

• Almost a third (32%) of organisations say neuroinclusion is not a focus for them.

This simply must change.

Start now!

Supporting neurodiversity should start immediately, not from when an employee discloses their issues.

Reasonable adjustments are more achievable than you may think and show support from day one, including:

• Clear instructions
• Structured onboarding
• Defined expectations

In addition, regular one-to-ones create space for honest conversations. Without them, issues stay hidden until performance drops or people leave.

These steps improve performance across the board by helping everyone, not just neurodivergent employees.

Supporting inclusion

Inclusion should be delivered daily throughout your organisation. It’s not just for your HR team to implement. Your first step? Train your managers. Line managers are the make-or-break part of implementing a neurodiverse inclusion policy. Sadly, many are under-equipped. Next? Ensure all your employees are aware of neurodiversity and how to support each other at work.

Implementing a neurodiverse inclusion policy may seem daunting. However …

• Access to Work can fund adjustments and practical support,
• occupational health can guide more complex needs, and
• employees can help shape reasonable adjustments.

For more bespoke support, access training for your teams and managers. A one-hour session will discuss how to support neurodiversity without jargon or judgement. Participants are guided through important considerations and proactive steps to take. This session is completely tailored to your business. Contact Emma from Heneom HR to discuss training without obligation.

Be bold

So many employers approach neuroinclusion with trepidation, or not at all. In reality, three aspects are important:

• Asking questions
• Being transparent
• Putting support in place early

Take that first step towards supporting neurodiversity … release your people’s full potential.