Neuroinclusion in the Workplace: What Employers Need to Know

With neurodivergent individuals bringing unique strengths such as attention to detail, creativity, and innovative problem-solving, workplaces are increasingly recognising the value of neuroinclusion. However, traditional recruitment practices often fail to accommodate neurodivergent needs, inadvertently creating barriers. 

This article outlines practical steps for employers to foster neuroinclusive recruitment and workplace practices, making employment accessible and beneficial for neurodivergent talent. 

Rethinking recruitment practices 

Neuroinclusive recruitment goes beyond legal obligations and looks to establish truly accessible practices. Clear, structured job descriptions which are free from jargon, are essential. They should outline key skills and responsibilities in simple language, allowing neurodivergent candidates to assess their skills without being overwhelmed by unnecessary information. 

Similarly, employers should focus on skills-based hiring rather than screening candidates by their academic experience or ‘traditional’ career paths. They should bear in mind that CV gaps, which can be seen as red flags in the hiring process, can be more common among neurodivergent candidates. These must not, therefore, be seen as a measure by which to rule out candidates.

Hand-in-hand with the focus on the skills a candidate can bring, employers should consider offering alternative assessments to allow candidates to demonstrate their abilities without relying solely on conventional interviews. For example, they could allow candidates to submit answers via different submission styles like audio or video submissions, rather than only having the option to write out answers.

For instance, Microsoft’s Autism Hiring Program wherein Microsoft developed a dedicated hiring program for autistic candidates, focusing on skills assessments rather than traditional interviews. This approach can highlight strengths often missed in standard formats, particularly in fields where technical skills and pattern recognition are critical. 

Providing transparent and inclusive communication 

Transparency is another cornerstone of neuroinclusive recruitment. Candidates should be informed about each stage of the recruitment process, with clear instructions and expectations. Consider providing interview questions at least 48 hours in advance for all candidates, especially for complex problem-solving roles. This reduces anxiety and allows candidates to showcase their skills more effectively.

Employers should also consider adjusting assessment methods to better evaluate neurodivergent candidates’ abilities. For example, GCHQ, the UK’s intelligence and security agency, has implemented work-sample tests instead of traditional interviews to assess problem-solving and analytical skills. Similarly, HSBC UK has introduced mentorship and structured onboarding for neurodivergent hires, ensuring they receive the right support from day one. Providing options like video interviews with breaks, alternative communication methods, or a choice between written and verbal responses can make the process more equitable.

Inclusive communication doesn’t stop after hiring. For neurodivergent employees to succeed, clear communication in a way that works for an individual is vital. This could include summarising key actions from a meeting in an email, or opening up conversations early on about giving access to resources and reasonable accommodations, thereby helping to create a supportive environment where employees feel safe to voice any additional needs.

Embracing the social model of disability 

Embracing the social model of disability means focusing on how a workplace can evolve to support a disabled or neurodivergent employee rather than expecting them to evolve into an inaccessible environment. Simple adjustments—like offering quiet workspaces, flexible hours, or remote work options—can make a significant difference for neurodivergent employees. These adjustments create a space where neurodivergent individuals can perform at their best, turning potential challenges into opportunities for growth and innovation. 

Initiatives by UK employers

Deutsche Bank

As well as running a neurodiversity employee network, Deutsche Bank recently added a ‘wellness suite’ to its London office to support neurodivergent and menopausal employees. Included is a ‘reset and recovery pod’ providing a quiet space for those who need it, as well as rooms where temperature and lighting can be adjusted. Deutsche’s initiative shows an understanding of the different types of spaces needed for employees to thrive - from collaborative areas, to quiet spaces.

Rolls Royce

Rolls Royce assigns every candidate a recruiter with whom they can express any concerns about the interview process or discuss any adjustments they need. The company provides alternative ways to sit online tests, e.g. extended time limits or getting rid of a test entirely. Candidates can request questions ahead of time, visit the assessment centre and talk to the Rolls Royce team prior to any interview, and use break-out rooms as needed. After being hired, the company encourages an open dialogue to allow employees to request any adjustments to technology or working environment that they may need.

EY

Professional services firm EY operates 23 ‘Neurodiverse Centers of Excellence’ globally, including one in Manchester, supporting the recruitment and retention of workers with autism, ADHD, dyslexia, and other forms of neurodivergence. With bespoke hiring, training and onboarding practices, these centres are aimed to harness the power of neurodivergent talent within EY, hiring for neurodivergent candidates specifically.  As a result, they cite an impressive 92% retention rate among their neurodivergent employees.

Training and awareness for an inclusive culture 

For neuroinclusion to be meaningful, all employees and management should understand neurodivergence. Investing in neurodivergence awareness training promotes an inclusive culture where differences are recognised and respected. Moreover, training can equip managers to provide necessary support, ensure fair treatment, and create a welcoming environment. 

You can check out a range of different training opportunities here. 

Neuroinclusion is an ongoing commitment that can transform workplaces. By creating accessible recruitment practices, fostering inclusive communication, and providing support, employers can cultivate a neuroinclusive workplace where every individual’s potential is realised. Embracing neurodivergence builds a more equitable workplace and brings unique perspectives that drive innovation.

Access to Work and reasonable adjustments

One of the most effective ways to support neurodivergent employees is through reasonable adjustments in the workplace. The UK government’s Access to Work scheme provides funding and resources to help employers implement necessary accommodations, such as assistive technology, job coaching, flexible working arrangements, or workplace modifications. Employers can refer to the Access to Work guide for employers in the SIC magazine to better understand how to create an inclusive and legally compliant work environment. Taking proactive steps to implement these adjustments not only enhances productivity but also fosters a more supportive and diverse workplace.