New research from Everway reveals that neuroinclusion has become a critical factor for workforce stability. According to the study, 93% of neurodivergent employees identify company support as a “dealbreaker” when deciding whether to apply for or remain in a role.
Neurodiversity includes conditions such as autism, ADHD, dyslexia, and dyspraxia. With estimates suggesting that 1 in 5 people are neurodivergent, a significant portion of the UK workforce likely processes information in unique ways. Organisations that fail to adapt risk losing high-performing talent to more inclusive competitors.
Despite the high stakes, many human resources teams feel unprepared. Only 28% of HR professionals report being very confident in identifying different neurodivergent conditions, while nearly 10% admit to having no confidence at all.
Cathy Donnelly, Chief People Officer at Everway, notes that these knowledge gaps often result in unintentional barriers. “Without awareness and understanding, recruitment processes and workplace environments can create obstacles to success,” Donnelly explains. “HR teams are in a pivotal position to make workplaces genuinely neuroinclusive.”
A strategic framework for support
To bridge the gap between policy and practice, Donnelly suggests implementing support across the entire employee lifecycle
Culture and Education
Proactively raise awareness about different neurotypes to ensure employees feel comfortable working in their own way.
Accessible Recruitment
Use inclusive job advertisements and offer alternative interview formats with clearly communicated expectations.
Physical and Digital Tools
Provide assistive technologies such as text-to-speech software, screen filters, and AI summarisation tools.
Environment and Flexibility
Offer quiet workspaces and flexible work arrangements to accommodate different sensory and cognitive needs.
Development and Retention
Adapt performance reviews, conduct regular check-ins, and provide mentoring networks to foster a sense of belonging.
The business case for inclusion
Supporting neurodiversity is increasingly viewed as a strategic advantage rather than just a matter of equity. Neurodivergent individuals often excel in pattern recognition, innovation, and complex problem-solving.
“These individuals think in unique ways and bring real advantages to any workplace, from creative problem-solving to out-of-the-box thinking,” says Donnelly. “When neuroinclusive practices are embedded from recruitment through retention, employees feel valued, which improves engagement and overall performance.”
Furthermore, adjustments made for neurodivergent staff often benefit the broader workforce. Flexible schedules and better digital tools improve the employee experience for everyone, creating a more resilient and efficient organisation. For a comprehensive guide on these practices, Everway has released a white paper focused on workplace culture and inclusion.