The world is rich in diversity, and humans are no exception. One in five people in the UK is neurodiverse, bringing unique perspectives and strengths that contribute to the vibrancy of our communities and workplaces.
Our latest Neurodiversity in Business and Work research report, conducted with Birkbeck’s Centre for Neurodiversity Research at Work, highlights that, although progress has been made in supporting neurodiverse individuals in the workplace, further action is urgently needed in some areas.
Our research reveals that, while overall wellbeing is low for all participants, it has declined particularly for neurodivergent individuals since 2023. Often, neurotypical colleagues may not fully recognise the cognitive, sensory or relationship challenges experienced by their neurodivergent peers – challenges that are sometimes masked to blend in.
Read more: What it takes to be a neurodiverse leader
Neurodivergent professionals report that line manager support is strong, but other measures, such as training, conflict management, and organisational climate, are worsening. Line managers are there to listen, but barriers to implementing adjustments remain high. Perceptions of unfairness among neurodivergent individuals have also increased.
Finally, there was a drop from 2023 in perceived psychological safety, which relates to the ability to take risks and raise potential issues at work. This fact adds to the lower career satisfaction among neurodivergent professional cohorts.
How can HR help?
Businesses rely on HR professionals to improve neuroinclusion in the workplace. But to make this a success requires the rethinking of work as whole. A comprehensive review of workplace environments, job design, recruitment, and HR practices should be considered as we move into 2025.
This approach will have a long-lasting positive impact, proving cost-effective by reducing turnover, supporting valuable talents, and mitigating against potential litigation. In addition, holistic approaches lessen the need for neurodiverse individuals to disclose their condition. Disclosure can sometimes lead to stigma, subtle slights, and strained workplace relationships.
We cannot expect HR professionals to assume this role alone. It will require upskilling and support across the workforce, and particularly for line managers to be appropriately trained about neurodiversity. Education and awareness are essential so that neurotypical colleagues understand the demands of cognitive differences and sensory overwhelm experienced by neurodiverse peers.
This rethinking of work will need to extend beyond the workforce itself. Wellbeing measures should prioritise primary, preventative intervention by considering working conditions. Currently, this focus is lacking, as up to 20% of neurodiverse professionals find traditional office environments challenging, according to a 2024 report from the CIPD.
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Immediate, cost-effective steps are available to begin creating a truly neuroinclusive workspace. Simple adjustments, such as optimising lighting and sound, and considering elements like colours, textures, accessibility, signage, fire escape routes, and overall office design, can significantly enhance the experience of neurodiverse employees.
Additional beneficial measures include offering greater flexibility in where employees work, allowing individual choices like the use of ear defenders, and providing effective support for hybrid and remote working setups.
Look ahead
HR professionals hold a key role to creating workplaces that truly embrace neuroinclusion. By embedding wellbeing and inclusion into their core strategies, HR can unlock the talent of neurodiverse individuals, enabling them to thrive and further enrich the organisation.
As we look ahead to 2025, I hope you feel inspired by the impact your role can have in shaping a future where neurodivergent individuals are not only included but valued and celebrated for their unique contributions. Your efforts can foster an environment where everyone’s strengths are recognised and leveraged, building a more inclusive, innovative workplace for all.
Dan Harris is the founder and chair of the Neurodiversity in Business charity
