65% of neurodivergent employees fear workplace discrimination. Considering that failure to prevent discrimination could lead to tribunal awards in the millions, fostering inclusivity isn't just ethical, it's essential.
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Up to 20% of people worldwide identify as neurodivergent. However, lack of awareness and understanding has led to these individuals being underrepresented in the design of workplace processes, management practices and environments, according to a 2024 report from UK employment advisory Acas.
The consequences of this exclusion are significant, 65% of neurodivergent employees fear workplace discrimination, research from Birkbeck University found.
Neurodiversity refers to the natural variation in human brain function and behaviour, which affects how people think, communicate and process information. Some differences may be given a specific diagnosis, like autism, dyslexia, dyspraxia or ADHD.
Neurodivergent individuals often have varied and unique skillsets that help them excel in their roles, from an aptitude for problem-solving and strategising, to lateral, creative thinking and an ability to hyper-focus.
Supporting neurodivergent employees is a legal duty under UK Equality Act 2010 and other anti-discrimination laws. Failure to implement adequate measures can lead to significant financial and legal consequences, as was demonstrated when a 2024 employment tribunal awarded £4.6 million (US$6.1 million) to a former London council employee, who was the victim of workplace discrimination arising from her ADHD and PTSD diagnoses.
Lexology PRO considers some of the challenges faced by neurodivergent individuals in the workplace and steps companies can take to boost inclusivity.
What challenges do neurodivergent employees face?
From discriminatory hiring practices to non-inclusive office environments, neurodivergent individuals often face steep obstacles in the workplace.
Isolation and fear of social stigma
51% of neurodiverse people are concerned about disclosing their condition at work, due to the fear of being treated differently by their colleagues or misconceptions about their condition affecting their job or promotion prospects.
It can present challenges if an employee feels the need to hide being neurodivergent from their employer, as it may affect decisions related to reasonable adjustments, leading to inadvertent discrimination.
Hiring discrimination
Almost half of neurodivergent adults have been discriminated against by a hiring manager, while a third had been rejected from a role after disclosing their neurodivergence, research by Zurich revealed last year. Additionally, 85% of college-educated autistic adults in the US struggle with unemployment.
As well as social bias, some job application processes may be less suitable for neurodivergent individuals. For example, an AI system could automatically score an individual’s suitability for a job without considering how conditions such as autism or dyslexia could impact their performance in a standardised test.
Communication differences
Some forms of neurodivergence affect how people communicate, which can result in misunderstandings – either of others or by others – within the workplace.
For example, people with autism may struggle to interpret social cues like facial expressions and body language, while someone with dyslexia could have difficulty communicating via instant message or email.
Increased risk of burnout
Neurodivergent people may be at an increased risk of burnout, often due to pouring excess energy into concealing their condition.
According to the UK National Autistic Society, “autistic burnout” results from a mismatch of expectations and abilities without adequate support, characterised by exhaustion, loss of function, and reduced tolerance to stimulus.
“Masking” is a strategy used by some autistic people, consciously or unconsciously, to appear more neurotypical. Sustained masking may lead to exhaustion, mental health difficulties and poor self-esteem.
Sensory difficulties
Neurodivergent individuals may have heightened sensitivity to physical stimuli, including light, noise, temperature and texture. This can lead to them becoming easily overwhelmed in workplaces that are crowded, noisy or brightly lit.
Sensory overload can lead to individuals feeling stressed, anxious and unable to focus, which in turn, may negatively impact their ability to complete day-to-day tasks.
How to create an inclusive workplace
Employers should aim to establish a supportive, inclusive workplace in which neurodivergent employees feel safe and valued. From an employer’s perspective, it’s important to help ensure employees feel safe talking about neurodiversity and how it could impact their work, in order to put the necessary measures in place to help them succeed.
Here are some steps organisations could take to boost neuroinclusion.
Review recruitment and onboarding practices
Companies should review their recruitment and onboarding processes to see whether adjustments could be made to make them more inclusive.
This might include removing ambiguous and subjective language from job descriptions; letting candidates know well in advance about the interview logistics and process; and ensuring any AI tools or other technology used are fair, non-discriminatory and accessible to candidates with neurological differences.
Companies should also make it clear that applicants can ask for reasonable adjustments, even if they don’t have a diagnosis.
Raise awareness of neurodiversity
In over a third of organisations, neurodiversity isn’t formally talked about by HR, senior leaders, line managers or an employee resource group, according to Acas. Lack of awareness around neurodiversity can foster misconceptions, and lead to individuals feeling like they don’t belong.
Raising awareness among all staff of neurodiversity and the importance of inclusivity can help to build understanding and consideration of different working styles and preferences.
Running awareness days and campaigns, establishing a staff network for neurodiversity and designating a member of senior management to be an inclusivity champion are all ways of increasing awareness.
Establish a neurodiversity policy
Having a neurodiversity policy, or explicitly referring to neurodiversity within the DEI policy, helps establish consistent standards of inclusion. The policy should,
- affirm the company's commitment to neurodiversity inclusion;
- acknowledge its legal responsibilities related to neurodiversity; and
- explain what support is available and who employees should speak to for help getting support in place.
Offer managers up-to-date training
Managers should be offered training and support to help them get the best out of neurodiverse teams. Training should cover the different types of neurodiversity and how these could impact someone at work, as well as how to handle requests for reasonable adjustments and reports of discrimination.
Managers should be encouraged to consider neurodiversity in the way they manage their team – this messaging should filter from the top down of the organisation.
Embrace flexible working where appropriate
There is no “one size fits all” approach to neurodivergence inclusivity. Employers should aim to respect and facilitate individual differences – ask what support each employee needs to help them succeed.
Employers are legally required to make reasonable adjustments to prevent workplace disadvantage on account of an employee's disability. Allowing individuals to work from home, offering assistive technology and sensory-friendly workspaces are all adjustments that could help neurodivergent people work more effectively.
When assessing requests for reasonable adjustment, wherever possible, it can be beneficial for companies to prioritise outcomes over "how and where" people work.