The neurodiversity awareness movement has been in full swing for a few years now, and has revolutionised our understanding of individual differences at work.

In a world where diversity and inclusion have become essential elements for business success, we must move beyond mere acceptance of neurodivergent employees and toward a culture that celebrates...

There are a range of ways for HR leaders to help make return to office policies work better for neurodivergent people.

If organisations want to accelerate diversity, and reap the rewards of more diverse teams, they need to start getting to grips with cognitive diversity.

Neurodiverse individuals have unique skills and talents. So how can you best support them to allow those skills and talents to flourish in the workplace?

How can organisations support neurodiverse people into leadership roles?

Half of neurodivergent employees have taken time off work due to their neurodivergence, City & Guilds’ annual Neurodiversity Index found. This increased 5% from last year.

The Department for Work and Pensions (DWP) has released a new report on autism in the workplace. 

More than half of neurodivergent employees don’t feel that their organisation (52%) or team (54%) is open or supportive enough to discuss neurodiversity, research by the CIPD revealed.

Are performance improvement plans (PIPs) a fair way to communicate expectations, or a failure of inclusivity? Millicent Machell investigates.

Over the past few months conversations about time blindness, a condition related to attention deficit hyper activity disorder (ADHD), have exploded.

In 2022, 102 employment tribunals included claims of neurodiversity discrimination, according to employment law firm, Fox & Partners.