10 Practical Tips to Be More Neuro-Inclusive at Work
Neurodiversity is part of everyday life—and that includes the workplace. Around 1 in 5 people are neurodivergent, which means they might have ADHD, autism, dyslexia, dyspraxia, Tourette’s, or other neuro-differences. But despite this, many workplaces still aren’t designed with neurodivergent people in mind.
If you’re an HR manager or someone keen to make your organisation more inclusive, here are 10 practical tips to help you create a more neuro-inclusive environment.
- Start with Listening
Before jumping into creating new policies or running some training, take time to listen. If you have neurodivergent employees who are happy to share their experiences, ask what’s working and what’s not. Anonymous feedback options can help too. Neuro-inclusion isn’t one-size-fits-all, so hearing directly from your team is the best place to start.
- Rethink the Office
Open-plan offices might be the norm these days, but they can be overwhelming for people sensitive to noise, light, or movement. Offer quiet zones, breakout spaces, or remote working options. Even small changes can make a big difference, such as noise-cancelling headphones or desk dividers, especially acoustic ones that absorb sound.
- Make Job Descriptions Clear and Jargon-Free
Job adverts full of vague phrases like “fast-paced environment” or “rockstar communicator” aren’t helpful for anyone who’s neurodivergent. Be clear about what the role involves, what skills are essential, and what support is available. This helps neurodivergent candidates decide if the role suits them, and helps everyone else too.
- Adapt Your Interview Process
Traditional interviews often favour neurotypical communication styles. Consider offering questions in advance, allowing written responses, or using practical tasks instead of traditional interviews. Some candidates might prefer a quiet room, breaks between questions, or even a video call. If you want to find the best candidate, it pays to make it comfortable for them to demonstrate their strengths.
- Offer Flexible Working
Really think about how much flexibility you can offer, and not everyone has to have the same flexibility. Neurodivergent employees may work best at different times of day, in different environments, or with varying start or finish times. Think about offering flexible hours or remote options, which can boost individuals’ wellbeing and, as a result, their productivity.
- Train Your Managers
Managers don’t need to be experts in neurodiversity, but they do need to understand the basics. Neurodiversity in the Workplace training can help them spot when someone might need support, respond appropriately if someone discloses their neurodivergence, know where to signpost people for further support, and create a psychologically safe culture within their teams. It’s not about fixing people, it’s about removing barriers.
- Create a Sensory-Friendly Environment
Think about lighting, noise levels, smells, and temperature. For someone who is neuro-divergent, they may well be experiencing all stimuli at the same intensity, ALL the time. Fluorescent lights, strong perfumes, smelly lunches or constant background noise can be distracting or distressing. Offering alternatives, like natural light, scent-free policies, relaxed approaches to workwear, or quiet rooms can help everyone feel more comfortable.
- Use Plain Language in Internal Communication
Corporate jargon and acronyms can be confusing. Keep emails, policies, and meeting notes clear and concise. Use bullet points, headings, and plain English. This helps neurodivergent employees process information more easily, and improves communication across the board.
- Celebrate Neurodiversity
Mark awareness days like Neurodiversity Celebration Week, share employee stories (with consent), and highlight the strengths neurodivergent people bring. If you have willing neurodivergent individuals, encourage them to be role models within your organisation. Inclusion should be visible, not just buried in a policy document. It sends a message that neurodivergent employees are valued, not just tolerated.
- Don’t Wait for a Diagnosis
Support should be based on need, not paperwork. Many people don’t have a formal diagnosis, don’t want one, or are on a loooong waiting list for assessment. If someone asks for adjustments, take them seriously. Recent case law shows that according to the Equality Act 2010, individuals don’t need a formal diagnosis for it to be expected for employers to offer adjustments that will make the workplace more inclusive for them.
Final Thought
Neuro-inclusion is about creating a workplace where everyone can thrive. Start small, stay curious, and keep listening. The more inclusive your organisation becomes, the more talent, creativity, and loyalty you’ll unlock.