Neurodiversity in the Workplace: How Employers Are (and Aren’t) Adapting

At Grace Consulting, we work closely with individuals, families, and businesses across the UK to support a better understanding of neurodiversity. We’ve seen first-hand how the conversation is beginning to shift, slowly but surely, as more employers recognise that neurodiversity isn’t something to be ‘managed’ or ‘overcome’, but a valuable part of human variation.

While some progress has been made, particularly in recruitment, many workplaces remain poorly equipped to support the neurodivergent employees already within their teams. This article explores what neurodiversity really means, where UK employers are falling short, and how they can create workplaces that are genuinely supportive and inclusive. 

Understanding Neurodiversity

Neurodiversity refers to the natural variation in the way people think, learn, process information, and experience the world. This includes people with conditions such as autism, ADHD, dyslexia, dyspraxia, and Tourette’s syndrome. At Grace Consulting, we believe it’s essential to move beyond deficit-based models. Rather than focusing on what someone can’t do, we encourage employers to ask how they can help each individual thrive - with understanding, not judgement.

Someone with dyslexia, for example, may struggle with written communication but shine when it comes to verbal presentations or big-picture thinking. An employee with autism might need more time to process spoken instructions but bring an exceptional ability to focus, spot patterns, or deliver high-quality, consistent work. The key is recognising and valuing these differences and appreciating that each person’s needs and strengths are unique.  Much the same as you would for neurotypical people.

What Employers Are Getting Right

We’re encouraged to see a growing number of UK organisations beginning to take neurodiversity seriously. Some are rethinking traditional interviews, introducing more practical, task-based assessments to better reflect real world skills. Others are offering flexible working patterns and adapting their environments to reduce sensory overload - whether that’s through quiet zones, soft lighting, or noise cancelling headphones.

Increasingly, businesses are offering neurodiversity awareness training to managers, setting up peer support networks, and investing in mentoring schemes. These are promising signs. These strategies require consistent investment of time and reflection to ensure what is learnt is carried out beyond the initial attendance on training sessions and first meetings.

Supporting Existing Employees

Many neurodivergent people are already part of the workforce, often without a formal diagnosis or without feeling safe enough to disclose their needs. Creating a supportive environment starts with empathy and trust. At Grace Consulting, we encourage businesses to be proactive rather than reactive. You don’t need to wait for someone to ask for help to put good support in place.

Samantha Lavender, Grace’s Neurodiversity & Special Needs Advice Manager says:

‘Sometimes, support looks like practical changes: giving clear agendas ahead of meetings, offering written follow-ups, or allowing someone the flexibility to work in quieter spaces or at different times of day. At other times, it’s about emotional safety - knowing you won’t be judged for communicating differently or needing extra time.

One of the most powerful things a business can do is build a culture where it’s okay to be yourself. That starts with managers who are approachable and willing to listen, HR processes that are compassionate and transparent, and teams who understand that not everyone navigates the workplace in the same way.’

And it doesn’t stop after someone’s settled into their role. Check-ins shouldn’t end with onboarding - they should continue throughout someone’s time in the business. A simple, “How’s everything going?” asked with genuine curiosity can open the door to important conversations.

Training, Awareness and Access to Support

There’s still a lot of confusion and misconception about what neurodivergence looks like - especially when it’s invisible. High-masking autism, for example, can be exhausting and isolating, even when the individual seems to be ‘doing fine’ on the surface. Training helps, but only when it’s delivered with care and followed by action.

At Grace, we offer a unique and great value Neurodiversity Advice Service that employers can include within their employee benefits. We provide confidential advice and support relating to all areas of neurodiversity, such as helping employees and their families who are seeking a diagnosis make informed decisions, access the right support, and achieve the best possible outcomes. By offering this service, businesses can enhance employee wellbeing, reduce stress-related absences, and foster a more engaged and supported workforce.

Moving Beyond the Tick-Box

It’s easy to fall into the trap of thinking inclusion is a one-time task: a policy update, a workshop, a social media post during Neurodiversity Celebration Week. But real inclusion lives in the day to day.

True inclusion means thinking about neurodiversity not as a box to tick, but as an opportunity to build a more thoughtful, flexible, and fair workplace for everyone. It’s about asking, 'What would make this better for you?’ and really listening to the answer. It’s about normalising difference - not just accepting it, but celebrating it and building a stronger, diverse and talented team.

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Grace Consulting are the UK’s founding providers of expert independent advice on elderly care advice, special needs advice and neurodiversity advice. Independence and client wellbeing are at the heart of everything we do. We listen, reassure and advise you on how to move forwards and find the best possible solutions for your unique life challenges.