Creating a workplace where everyone feels valued and supported is an important part of building a strong, inclusive organisation. Supporting neurodivergent employees is a key part of this.

Neurodiversity includes a range of conditions such as dyslexia, ADHD, autism, OCD, dyscalculia and dyspraxia. Each individual experiences these conditions differently, which means the support they need in the workplace may also vary.

Claudia Miller, Senior HR Advisor at Stallard Kane, explains:

“Many individuals with neurodiverse conditions experience challenges on a daily basis and, in some cases, may be classified as disabled. The Equality Act 2010 places a legal obligation on employers to protect neurodiverse employees from disadvantage and discrimination in the workplace.”

“This can be achieved by ensuring the correct support mechanisms and reasonable adjustments are in place to remove any barriers which prevent the individual from carrying out their duties.”

Understanding these needs and responding in a thoughtful way can help employers create a workplace where people feel supported and able to perform at their best.

Ten Ways to Support Neurodivergent Employees

1. Introduce Universal Adjustments

Not all employees will disclose their neurodiversity, and some may not have a formal diagnosis. Many individuals also mask their neurodivergent traits in order to fit in, which can be mentally exhausting.

Introducing universal adjustments can help ensure everyone feels supported. This might include flexible working hours, quiet workspaces or allowing the use of noise-cancelling headphones, regardless of whether someone has disclosed a specific condition.

2. Ask Employees What Support Works for Them

Every neurodivergent individual will manage their condition differently. What works well for one person may not work for another.

Having open conversations with employees about their needs can make a significant difference. For example, some people may find certain fonts or colours difficult to read, while others may benefit from using headphones to help with concentration.

Faye Bevington, Head of Risk Solutions at Stallard Kane, shares her own experience:

“As a neurodiverse individual and a senior manager, I still face challenges. I recently struggled with an external training module written in green text over images, which I couldn’t read. These small adjustments can make a significant difference.”

3. Provide Neurodiversity Awareness Training

Training helps build understanding and awareness across the organisation.

Faye continues:

“Awareness of neurodiversity in the workplace is essential, and robust business training is the first step towards greater understanding.”

Training should cover common conditions such as dyslexia, ADHD, autism, OCD, dyscalculia and dyspraxia. When teams understand these differences, it helps create a more supportive and inclusive environment.

4. Adapt Communication Where Possible

Communication preferences can vary greatly between individuals.

Some employees may find long documents overwhelming or struggle to identify key information within large amounts of text. Simple adjustments such as highlighting important information, breaking content into shorter sections or providing visual summaries can help make communication clearer and more accessible.

5. Recognise the Strengths Neurodiversity Brings

Neurodivergent individuals often bring unique strengths to the workplace.

For example:

• People with dyslexia may excel in creative thinking and visual problem solving
• Individuals with autism may have a strong ability to focus on detail for extended periods
• Those with ADHD may channel their energy and focus into driving new projects forward

Recognising and encouraging these strengths can unlock innovation and productivity across the business.

6. Use Assistive Technology

Assistive technology can make everyday tasks more manageable and improve productivity.

Examples include:

• Mind-mapping software
• Speech-to-text tools
• Dual screens or screen-reading technology

Employers should also be aware of support such as the UK government’s Access to Work programme, which may provide funding for employees with disabilities or health conditions.

7. Consider the Physical Work Environment

The physical environment can have a significant impact on neurodivergent employees.

For some people, open-plan offices can be overwhelming due to noise or lack of personal space. Employers may want to consider adjustments such as:

• Creating quieter working areas
• Using partitions to define workspaces
• Providing adjustable lighting
• Offering dedicated quiet zones

These changes can help reduce distractions and improve concentration.

8. Encourage Empathy and Understanding

Creating a supportive workplace culture is essential.

Many neurodivergent individuals spend a lot of energy masking their behaviours to appear more neurotypical. For example, someone may suppress their natural tendency to stim (self-stimulatory behaviour) in a workplace setting, which can lead to stress or fatigue.

Encouraging empathy and understanding helps create a workplace where people feel comfortable being themselves.

9. Hold Regular One-to-One Meetings

Regular check-ins provide valuable opportunities for employees to discuss challenges and request additional support.

These conversations allow managers to understand how employees are feeling and identify any adjustments that may help them work more effectively. Addressing concerns early can prevent small issues from becoming larger problems.

10. Signpost to Additional Support

In some cases, employees may need support beyond what the workplace can provide.

Managers and HR teams should be aware of external resources and services that may help neurodivergent individuals, such as mental health support, specialist training or professional coaching. Being able to guide employees towards the right support demonstrates a genuine commitment to their wellbeing.

Building a More Inclusive Workplace

Supporting neurodivergent employees requires thoughtful consideration, empathy and a proactive approach.

By implementing these strategies, employers can create an inclusive workplace that not only supports neurodivergent individuals but also benefits the entire organisation. When people feel understood and supported, they are more likely to thrive, contribute ideas and help drive innovation.

Supporting Neurodivergent People in the Workplace Training

To help businesses take practical steps towards greater inclusion, Stallard Kane offers a dedicated training course: Supporting Neurodivergent People in the Workplace.

The course explores ten strategies for building an inclusive workforce, improving awareness of neurodiversity and providing practical tools that help managers and teams create a more supportive environment.

You can learn more and book the course here:
 https://www.stallardkane.co.uk/courses/supporting-neurodivergent-people-in-the-workplace/

For more information or to discuss your training needs, contact our Training Team:
 01427 420 405
 training@skaltd.co.uk