A separate CIPD 2022 report on Inclusion at work, revealed that while 79% of businesses recognise equality, diversity and inclusion’s importance, only 48% have a strategy and just 17% measure its impact. Leadership commitment and accountability are crucial for turning awareness into meaningful change.
Despite progress, myths and challenges still hinder neuroinclusion:
a perceived hierarchy of equalities – neuroinclusion is often ranked lower than issues like gender or racial equality
fear of saying the wrong thing – leaders worry about missteps
stigma and disclosure concerns – many neurodivergent employees fear discrimination in hiring or promotion
Creating neuroinclusive workplaces
Building neuroinclusive workplaces requires intentional action. Here’s how businesses can make a difference:
Education and awareness Overcoming barriers
Provide training for managers on neurodiversity and inclusive leadership.
Establish mentorship and peer support programs to foster understanding.
Encourage open conversations about neurodiversity to reduce stigma and encourage disclosure.
Inclusive hiring practices
From CIPD’s Inclusive recruitment: Guide for employers:
use strength-based hiring with skill-based assessments rather whatsapp number list than traditional interviews
offer alternative application processes, such as work trials or video applications
write clear, jargon-free job descriptions to attract neurodivergent talent
Workplace adjustments and support
Simple adjustments can make a huge difference, such as:
flexible schedules – to accommodate energy levels message content seek permission before and focus time
quiet spaces or noise-cancelling headphones – for sensory-sensitive employees
clear communication styles – including written instructions and structured feedback
personalised sensory profiles – allowing employees to specify clean email environmental preferences and other support needs including technological
SAP’s Autism at Work program demonstrates the power of personalised approaches. By tailoring workspaces based on sensory needs, SAP creates comfortable, productive environments for neurodivergent employees.
Remember every neurodivergent person’s needs are different to another, so it’s vital to take a personalised approach.
Next steps for employers
Assess inclusion practices – review workplace policies, recruitment and selection processes and practices and identify gaps with a plan of action to overcome.
Educate leadership – train line managers on neuroinclusion best practices.
Improve hiring processes – adapt recruitment to be more accessible.
Offer tailored adjustments – support employees with individual needs.
Foster an inclusive culture – lead by example and build trust.
Legal and ethical responsibilities
Research by Oxford University and UCL highlights that the British public are 5 times more likely to say that Equality, Diversity and Inclusion is a good, rather than a bad, thing – and support for equality, diversity and inclusion extends across Britain.