Supporting neurodiversity in the workplace: a guide for 2025

Creating a truly inclusive workplace means recognising and valuing the unique contributions of all employees. Among the growing focus areas in diversity and inclusion is neurodiversity. Supporting neurodiversity in the workplace goes beyond legal compliance — it serves to nurture greater levels of innovation, it boosts productivity and helps organisations tap into a wealth of untapped potential. 

This guide provides actionable steps to help your organisation build a workplace where neurodivergent employees can thrive. How is your workplace doing in this area and where can you improve?

Related: Why are diversity and inclusion important?

What is neurodiversity?

Neurodiversity refers to the natural variation in how people think, learn and process information. This concept recognises that neurological differences — including autism, ADHD, dyslexia, dyspraxia and Tourette syndrome — are a natural and normal part of human diversity. Neurodivergent individuals may possess unique strengths such as pattern recognition, creativity and hyperfocus.

For example:

• Autism may bring exceptional attention to detail and problem-solving skills.
• Dyslexia often correlates with strong visual-spatial reasoning.
• ADHD can result in high levels of energy and innovative thinking.

Understanding neurodiversity is the first step towards creating an environment where all employees feel supported and empowered to succeed.

Why neurodiversity in the workplace matters

Neurodivergent employees offer perspectives that can help businesses solve complex problems and innovate in ways that neurotypical employees may not. In fact, one source suggest that teams with neurodiverse employees can be up to 30% more productive, while generating innovative solutions at a higher rate.

Benefits of neurodiversity in the workplace include:

• Innovation: Employees with autism or ADHD may excel in generating out-of-the-box ideas or spotting unique patterns.
• Problem-solving: Neurodivergent individuals often bring fresh perspectives, helping to identify opportunities or challenges that others may miss.
• Employee retention: Organisations that embrace neurodiversity often report higher levels of loyalty and engagement among employees.

Supporting neurodiversity in the workplace also demonstrates a commitment to equality and inclusion, working to enhance your brand’s reputation as an employer of choice.

Related: What’s the difference between equality, diversity and inclusion?

Supporting neurodiversity in the workplace at different stages of the employee lifecycle

To create a truly inclusive workplace, it’s essential to address neurodiversity throughout the employee lifecycle. 

Each stage offers opportunities to create meaningful support systems that help neurodivergent employees succeed and thrive.

Recruitment

The recruitment process is often the first point of contact for neurodivergent candidates, and it should be designed to accommodate diverse needs. Job descriptions should be clear and concise, focusing on essential skills and avoiding vague requirements like “excellent communicator” unless it’s genuinely central to the role. This clarity can reduce anxiety and help candidates understand the role’s expectations.

Online application systems should include an option for candidates to request accommodations. This might include extending time for completing assessments or providing alternative formats, such as video submissions instead of written responses. During interviews, structured formats with consistent questions help level the playing field. Giving candidates a clear outline of the interview process and even sharing questions in advance can help neurodivergent individuals prepare effectively and showcase their strengths.

Creating an inclusive recruitment process not only improves access but also widens the talent pool, helping organisations tap into diverse perspectives and skills.

Related: Diversity and inclusion in recruitment

Onboarding

The onboarding stage is critical in setting the tone for a neurodivergent employee’s experience in the workplace. Providing a structured and transparent onboarding process can reduce uncertainty and create a positive start. This includes sharing a detailed schedule for the first few weeks, outlining key milestones and introducing employees to colleagues and resources.

Assigning a buddy or mentor can provide additional support during this transition period. This person can answer questions, provide informal guidance, and help the new employee navigate both social and professional expectations. When introducing workplace tools or technologies, offer training that accommodates different learning styles, such as written guides, videos, or hands-on sessions.

Onboarding isn’t just about equipping employees with tools and knowledge; it’s about making them feel welcome. Proactively addressing concerns and providing reassurance can create a sense of belonging from the very beginning.

Performance and development

Performance management for neurodivergent employees requires a thoughtful and tailored approach. Managers should focus on open, regular communication to understand the specific needs of each employee. One-on-one meetings are an opportunity to check in on workloads, discuss any challenges, and adjust expectations if necessary.

During performance reviews, managers should avoid vague feedback and instead provide specific, actionable comments. For example, rather than saying, “You need to improve communication,” a manager could say, “I suggest sharing progress updates weekly to keep everyone informed.” Positive reinforcement of an employee’s strengths is equally important, as it can boost confidence and motivation.

Managers can also provide accommodations to help neurodivergent employees perform at their best. This might include allowing flexible work arrangements, creating quiet spaces or offering tools like noise-cancelling headphones. Above all, nurturing trust and understanding through open dialogue is key.

Growth

Supporting the professional growth of neurodivergent employees requires recognising that career paths are not one-size-fits-all. Some employees may prefer to develop as specialists in their field, while others may aspire to leadership roles. Providing options that align with individual goals can help employees feel valued and supported.

Training programmes should be designed to accommodate diverse learning styles. For instance, offering both visual aids and hands-on activities can ensure accessibility for all. Mentorship programmes can also provide valuable guidance, pairing neurodivergent employees with experienced colleagues who understand their challenges and strengths.

Regular development conversations between managers and employees can uncover aspirations and identify opportunities for growth. By showing flexibility and creativity in career development, organisations can retain talented employees and support their long-term success.

Exit

The exit stage provides valuable insights into how well an organisation supports neurodivergent employees. Exit interviews should include questions about whether employees felt included and supported during their time at your company. Their feedback can identify gaps in the organisation’s policies or practices, offering a roadmap for improvement.

It’s also important to maintain a positive relationship with departing neurodivergent employees. Providing clear guidance on next steps, such as handling benefits or final payments, can make the process less stressful. By treating exiting employees with respect and care, organisations signal their commitment to inclusion and may even encourage former employees to become advocates for the company.

By addressing neurodiversity across all stages of the employee lifecycle, organisations can build an environment where all employees feel valued and empowered to succeed.

Great resources to help support neurodivergent employees

Supporting neurodiversity in the workplace is easier when you take advantage of expert resources. 

Here are a few recommendations:

• Neurodiversity Hub: Offers tools and guidance for businesses looking to improve workplace inclusivity.
• EARN (Employer Assistance and Resource Network): Provides resources on recruiting and retaining neurodivergent talent.
• National Autistic Society (UK): Offers employer training programmes and workplace toolkits.
• Dyslexia Scotland: Provides advice on creating dyslexia-friendly workplaces.

Accessing these resources can help you develop informed strategies and avoid common missteps.

Inclusive policies and their impact

Inclusive workplace policies are central to supporting neurodiversity in the workplace. Examples include offering flexible work arrangements, providing diversity training for managers and using inclusive technologies. For instance, speech-to-text tools or visually accessible software can reduce barriers for neurodivergent employees.

By embedding inclusivity into your company culture, you signal to current and potential employees that their differences are not just accepted but valued.

Supporting neurodiversity: a conversation worth having

The focus on supporting neurodiversity in the workplace means a long-term commitment to creating workplaces where everyone can contribute to their fullest. Employee listening is an effective way to keep the conversation active. By actively seeking input from neurodivergent employees, organisations can identify areas for improvement and create tailored strategies to make their workplaces more inclusive.

Start your journey towards inclusivity by enquiring about a diversity and inclusion survey for your organisation. Learn what your employees need to feel seen, included and supported — and take the next step in building a truly diverse workplace.