HOW TO CREATE AN INCLUSIVE WORKPLACE FOR NEURODIVERSE EMPLOYEES

Why neurodiversity matters for employers

A neurodiverse workforce brings valuable strengths, from creative problem-solving to analytical thinking.

By fostering inclusivity and recognising these talents, businesses can promote innovation, unlock fresh perspectives and build stronger teams.

Neurodiversity refers to the natural variations in how people think, learn and process information. It includes conditions such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia, and more.

While these conditions may present challenges, they also bring valuable skills that can contribute to workplace success.

By fostering an inclusive environment, employers not only support neurodiverse employees but also create a more dynamic and high-performing workforce.

A strengths-focused culture allows neurodiverse employees to thrive, driving greater productivity, innovation and engagement.

A person-centric approach

Supporting neurodiverse employees begins with recognising that labels and diagnoses aren’t what define someone’s workplace potential.

Some employees may have a formal diagnosis, while others may simply suspect they are neurodiverse.

Regardless of a diagnosis, every individual has unique skills and challenges. The key for employers is to create an environment where employees feel psychologically safe discussing challenges and seeking reasonable adjustments to help them succeed.

Shifting the focus from perceived deficits to individual strengths can transform how businesses support neurodiverse talent.

Understanding neurodiversity

Neurodiversity is an umbrella term that acknowledges the wide variety of ways in which people think, learn and interact with the world.

It encompasses a range of conditions, each with unique strengths and challenges that employers, where possible, should recognise and accommodate.

Autism Spectrum Disorder (ASD): Individuals with autism often excel in pattern recognition, deep focus and logical thinking. However, they may experience challenges with social communication, flexibility or sensory sensitivities.
Attention Deficit Hyperactivity Disorder (ADHD): Many individuals with ADHD are highly creative, energetic, and skilled at problem-solving. On the other hand, they may struggle with organisation, maintaining focus or managing impulses.
Dyslexia: People with dyslexia tend to be strong in big-picture thinking, problem-solving and verbal reasoning. However, they may find reading, writing and processing written information more difficult.
Dyspraxia: Often associated with strong verbal communication and creativity, dyspraxia can affect coordination and motor skills, making certain physical tasks more challenging.
Dyscalculia: Those with dyscalculia often excel in intuitive and creative thinking but may find numerical reasoning, calculations and mathematical concepts difficult.

By understanding and valuing neurodiverse thinking styles, employers can create an environment that supports every employee in playing to their strengths.

Practical steps to support neurodiverse employees

Creating an inclusive workplace where neurodiverse employees can thrive doesn’t require a complete overhaul - small, thoughtful adjustments can make a big impact.

Fostering a culture of psychological safety is crucial. Encourage open dialogue through one-on-one check-ins, employee-led forums or confidential support channels.

When employees feel safe to discuss challenges, it becomes easier to implement meaningful adjustments.

Focusing on strengths rather than challenges helps businesses unlock employees’ full potential, ensuring they contribute meaningfully to their roles. Rather than forcing individuals into rigid job descriptions, identifying their areas of excellence can be mutually beneficial.

Workplace adjustments can make a significant difference, and some of the most effective include:

Providing noise-cancelling headphones for sensory sensitivity
Offering flexible working hours or remote work options
Allowing extra time for tasks requiring high concentration
Providing clear written instructions to complement verbal communication
Adjusting lighting or workspace layout to reduce sensory distractions

Establishing employee support networks can also be beneficial.

Ardonagh Advisory, for example – the broking and advisory platform of The Ardonagh Group, of which Towergate is a part – runs a thriving neurodiversity colleague community, providing employees with a safe space to share experiences, exchange ideas and support one another. This type of peer-led initiative can be invaluable in fostering an inclusive culture.

Raising awareness through structured learning - such as webinars, training sessions and internal knowledge-sharing - helps managers and colleagues better understand and support neurodiverse employees.

Many providers, including Towergate Employee Benefits, offer awareness-raising webinars that equip teams with the knowledge to support neurodiverse colleagues more effectively.

Employee benefits considerations

Employers can enhance their employee benefits packages to provide neurodiversity support.

Some private medical insurance (PMI) providers offer neurodiversity support, but this often requires adding an extra module, typically available for larger corporate schemes.

Cash plan providers have now started to include access to autism and ADHD assessments as an ‘on demand’ self-pay service, making it easier for employees to access support.

In addition, some providers offer self-pay private assessments for neurodiversity conditions, while others include these services if employer-funded, potentially as part of an occupational health review.

Specialist providers can assist employees in understanding and navigating neurodiversity-related challenges, whether directly or indirectly affected.

While employee assistance programmes (EAPs) and mental health support can help with immediate issues, they often do not provide specific neurodiversity support.

Given that neurodiverse individuals may be more prone to mental health struggles, it is crucial to ensure that robust support mechanisms are in place.

For group risk providers, neurodiversity can add complexity to long-term absence cases. In such instances, tailored interventions are often required, and most providers will consider these needs when offering support.

Creating a neurodiverse-friendly workplace culture

Embedding neurodiversity into workplace culture requires a proactive approach.

Promoting awareness and acceptance should be a key part of diversity and inclusion policies, and businesses can also take steps to recognise and celebrate initiatives such as Neurodiversity Celebration Week.

Simple workplace design changes can enhance the experience of neurodiverse employees.

Creating quiet spaces or sensory-friendly breakout areas, providing flexible seating arrangements and ensuring that instructions and communications are available in multiple formats (written, visual and verbal) can all make a positive difference. Companies can also consider the text and background colours they use, as certain combinations can improve readability and accessibility.

Encouraging mentorship and coaching is another effective strategy. Pairing neurodiverse employees with mentors who can offer guidance and support, as well as providing coaching for time management, organisation or social interactions, can help individuals develop workplace confidence.

Leveraging digital tools and resources

Digital tools and assistive technology can play a transformative role in supporting neurodiverse employees, enhancing productivity, communication and accessibility in the workplace. Task management tools, such as Trello or Asana, can assist individuals with ADHD in staying organised, while speech-to-text and dictation software can benefit employees with dyslexia.

Noise-reducing apps can help manage sensory overload and workplace neurodiversity training modules can improve inclusivity and awareness.

Embedding neurodiversity into your wellbeing strategy

To ensure lasting impact, businesses should integrate neurodiversity support into their broader wellbeing and inclusion initiatives.

Clear communication about available resources and benefits is essential - regular internal updates, HR-led sessions and dedicated intranet pages can help ensure employees know what support is available.

Policies and processes should be reviewed to ensure that recruitment, training and workplace structures reflect neurodiversity inclusion. For example, offering alternative interview formats can help create a fairer hiring process.

Gathering employee feedback is also crucial - engaging neurodiverse employees in discussions about workplace improvements can provide valuable insights and shape future initiatives.

Supporting your workforce

Neurodiverse employees bring invaluable skills to the workplace, and with the right support, they can thrive.

Towergate Employee Benefits provides guidance on building an inclusive and supportive work environment, offering expertise on benefit options, workplace initiatives and best practices for neurodiversity inclusion.