Why Neuroinclusion Matters in the Workplace: A Story of Hidden Talent
Emma always knew she thought differently. At school, she struggled with reading but had an incredible ability to see patterns and connections that others missed. When she entered the workforce, she found herself in a job that focused heavily on written reports—something she found exhausting and frustrating. But in brainstorming meetings? That’s where she thrived. She could generate innovative ideas in minutes, spotting gaps in strategies that others overlooked.
Despite her strengths, Emma often felt like she didn’t fit the mould. She hesitated to disclose her dyslexia, worried that it would define her in the eyes of her employer. It wasn’t until she joined a company with a strong commitment to neuroinclusion that everything changed. Her manager encouraged open conversations about working styles, and small adjustments—like voice-to-text software and visual-based reporting—allowed Emma to shine. Her confidence grew, and so did her contributions to the company’s success.
Understanding Neurodiversity
Neurodiversity refers to the natural variations in human brain function. Some people process information differently, communicate in unique ways, or approach problem-solving from unconventional angles. This includes individuals who are autistic, dyslexic, have ADHD, dyscalculia, or other neurodivergent traits.
The term “neurotypical” is often used to describe individuals who don’t identify as neurodivergent. But if every brain is different, is anyone truly neurotypical? Think back to school—did everyone study the same way, or did each person have their own learning style? The same diversity exists in the workplace, shaping how employees work best.
Neurodiversity in the Workplace: The Missed Opportunity
Most organisations have Equality, Diversity & Inclusion (EDI) policies, but neurodiversity often gets overlooked. A recent CIPD report on neuroinclusion found that while 83% of employers prioritize employee wellbeing, only 60% actively focus on neuroinclusion. This gap means that many businesses are missing out on the talents of neurodivergent employees—who often bring creativity, problem-solving skills, and innovation to the table.
For example, a dyslexic employee may struggle with traditional written tasks but excel in verbal communication and customer relations. An autistic employee may thrive in structured, detail-oriented tasks but find open-plan offices overwhelming. Recognizing these differences and making small adjustments can unlock immense potential within a team.
Legal Obligations and Ethical Commitments
In the UK, the Equality Act 2010 protects individuals with disabilities, including those whose neurodivergence significantly impacts their daily activities. This means employers must make reasonable adjustments to ensure all employees can perform their jobs effectively. But beyond legal requirements, fostering a neuroinclusive culture is simply the right thing to do—it creates a workplace where everyone feels valued and empowered.
How to Create a Neuroinclusive Workplace
So, what can businesses do to support neurodivergent employees? The CIPD’s Neuroinclusion at Work report outlines seven key steps:
- Assess Your Current Culture and Commit to Change
Start by understanding your organisation’s current state of neuroinclusion. Are employees comfortable disclosing neurodivergence? Are adjustments readily available? Develop a long-term strategy to create an inclusive environment. - Build Awareness and Foster Open Conversations
Many workplace challenges stem from a lack of understanding. Educating staff on neurodiversity helps break down stereotypes and encourages a culture of support. - Integrate Neurodiversity into Leadership and HR Policies
Managers should be trained to recognize and accommodate different working styles. Flexible policies help ensure that neurodivergent employees aren’t unintentionally disadvantaged. - Empower Employees to Share Their Needs
Instead of making assumptions, create opportunities for employees to discuss their preferred working styles and reasonable adjustments. - Embrace Flexible Working Arrangements
Offering flexible hours, remote work options, and adjustments to office environments can make a world of difference. - Prioritize Wellbeing and Mental Health Support
Workplaces should regularly check in on employees’ wellbeing and create spaces where people feel safe discussing their challenges. - Amplify Neurodivergent Voices
Who better to guide neuroinclusive policies than neurodivergent employees themselves? Creating forums or employee networks can provide invaluable insights.
The Power of Neuroinclusion
When organisations embrace neuroinclusion, they unlock hidden talent. Employees like Emma, who once doubted their place in the workforce, can finally contribute at their full potential. A truly inclusive workplace isn’t just about compliance; it’s about creating an environment where every individual, neurodivergent or not, can thrive.
By taking meaningful steps toward neuroinclusion, companies foster innovation, boost employee engagement, and create workplaces that are not just diverse, but truly inclusive. And in doing so, they don’t just support individuals, they build stronger, more successful businesses.