Embracing neurodiversity: 6 ways to support employees and colleagues

Autism might mean Alex prefers routines, finds social situations challenging, and is very focused on details. ADHD might mean Alex struggles with attention, gets easily distracted, and has bursts of hyperactivity. However, psychiatrists almost always carry out their own assessment before prescribing medication.
Our team of highly qualified Occupational Psychologists, workplace coaches and HR experts understand what works; not only because 68% of us are neurodivergent/disabled ourselves, but also from decades of research and experience with clients. Other resources include CIPD, charities like the ADHD Foundation and the Autism Society, or employers’ own Occupational Health or employee assistance programmes. Typical effects of autism might include sensory differences (being particularly susceptible to background noise, harsh colours, or smells), more direct communication styles, and a good memory. A neurodivergent individual is someone whose brain works in different ways to what is considered more typical. Some well-known types of neurodivergence are ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette’s syndrome.

To attract neurodivergent candidates, employers may consider widening the search for high-potential recruits. For example, Mahto et al. (2022) suggest working with organisations that support neurodivergent individuals, such as employee support organisations or universities offering targeted graduate employment programs. The challenges neurodiverse employees face in the workplace are not entirely unique. Their neurotypical peers experience many of the same issues, just to different degrees.
The modern workplace is becoming more inclusive, yet there’s still much to understand about supporting neurodiversity and mental health. Neurodiversity encompasses a range of natural variations in brain functioning and processing styles, and embracing it means valuing the unique perspectives neurodivergent individuals bring to work. However, without sufficient awareness and accommodations, these employees may struggle, impacting both their mental health and overall job satisfaction. This can help you develop supports and strategies that are appropriate for your situation, long lasting, and sustainable. For many clients, the depth and clarity provided by the psychologist-led pathway is the most meaningful choice.

Delivered by our mental health specialists  with lived experience, the sessions help teams develop awareness, confidence, and communication strategies that support every employee to thrive. Our comprehensive Neurodiversity Workplace Assessment provides employers and employees with a clear, evidence-based understanding of how neurodivergent traits can affect performance, wellbeing, and workplace integration. She carries out numerous diagnostic assessments each year including assessments for Dyspraxia/DCD and ADHD for those over the age of 18 for work and education purposes.
Profiling on the other hand is used to understand an individuals’ unique personality or cognitive profile, strengths, and challenge to promoting a strengths-based approach to workforce management. Insightful workforce profiling such as Myers-Briggs or DiSC assessments can provides insights into employees’ unique personality and cognitive profiles, and help employers build balanced teams and optimise talent deployment. In today’s professional world, embracing diversity means more than just recognising different cultures or backgrounds. Neurodiversity is about recognising that people think, learn, and process information differently. This includes individuals with autism, ADHD, dyslexia, and other neurological variations. When workplaces foster neurodiversity inclusion, they create environments where everyone can thrive.
Neurodiversity is the way we think, move, act, communicate and process information. This paper is not intended as guidance from Acas about how to manage neurodiversity at work. If using a screening assessment, review it for barriers and consider if you can adjust any aspects to be more inclusive.

By fostering open conversations, offering tailored support, and celebrating diverse strengths, we can all contribute to building workplaces that embrace neurodivergence. Employers are required to provide reasonable accommodations under laws such as the Americans with Disabilities Act (ADA) in the U.S. The Canadian Human Rights Act addresses broader discriminatory employment practices in Canada, while each province outlines specific accommodation requirements. Supporting neurodiversity requires more than just a policy or one-off training; it demands consistent, visible commitment from leadership.
Embracing neurodiversity isn’t just about doing the right thing—it’s also a smart business decision. Diverse teams drive innovation, solve problems from unique perspectives, and enhance productivity. For example, Alysia Steinmann, Managing Partner at EY, told the audience at the 2024 Catalyst Awards that one neurodivergent employee developed an algorithm that saved the company millions by streamlining a process that previously took four weeks. Traditional hiring processes often create barriers for neurodivergent candidates. Organizations should consider adopting skills-based hiring, shifting away from rigid interview formats that may disadvantage neurodivergent candidates. Training interviewers on neurodiversity helps ensure recruiters understand how to differentiate between nervousness and lack of preparation.

In other industries, such as security, actuarial, engineering and scientific fields, differently wired brains are tremendously well-suited to the work that a neurotypical brain is less suited Neurodiversity Workplace Assessment for. Inclusion is about more than policies; it’s about creating an environment where everyone feels they belong. A Harvard Business Review report highlighted that up to 85% of autistic individuals are underemployed or unemployed despite having valuable skills. Many qualified neurodivergent candidates are overlooked, contributing to unemployment rates among this group being disproportionately high.
This neurofriendly approach ensures that you can engage with the material in the way that suits you best. There is consensus regarding some neurodevelopmental conditions being classed as neurominorities, with a ‘spiky profile’ of executive functions difficulties juxtaposed against neurocognitive strengths as a defining characteristic. Learn 4 steps to make your adverts and position descriptions more inclusive for neurodivergent people. Analysis of existing policies and processes relating to recruitment, physical features setup, communications, retention, appraisals and training (among other areas).