In today’s evolving workforce, diversity and inclusion are not just ethical imperatives but strategic advantages. One area gaining long-overdue attention is neurodiversity. This refers to the natural variation in human brain function and behaviour, including autism, ADHD, dyslexia, dyspraxia, and other neurological differences.
Organisations that champion neurodiversity report improved innovation, problem-solving, and productivity. But attracting and retaining neurodivergent talent requires more than good intentions — it requires deliberate, systemic change.
Here’s how to do it.
1. Understand the Business Case for Neurodiversity
Neurodiverse individuals often bring exceptional strengths such as attention to detail, pattern recognition, creative problem-solving, and sustained focus. Organisations like Microsoft, SAP, and Deloitte have neurodiversity hiring programs because they know these differences lead to better outcomes.
2. Review and Redesign Recruitment Practices
Standard hiring processes can unintentionally exclude neurodivergent candidates.
Practical Steps:
Job Descriptions: Use clear, jargon-free language. Focus on essential skills rather than generic “soft skills” like “strong interpersonal skills” if they aren’t necessary.
Application Process: Offer multiple ways to apply (e.g., video, written, audio) and allow extra time.
Interview Adjustments: Provide questions in advance, allow breaks, and avoid assessing candidates solely on verbal or social performance.
Tip: Collaborate with neurodiversity consultants or local disability employment providers to refine your hiring strategy – or reach out to Be Exec, we are happy to review and partner with you to refine your process.
3. Create a Supportive Onboarding Process
First impressions matter. A neurodivergent employee’s early experiences will shape their engagement and long-term retention.
Practical Steps:
Structured Onboarding: Provide clear, step-by-step schedules with minimal ambiguity.
Mentoring or Buddy Programs: Pair new hires with trained colleagues who can offer practical guidance.
Environment Familiarisation: Offer workplace tours (virtual or physical) and opportunities to ask questions without judgment.
4. Build Inclusive Workspaces — Physically and Culturally
Sensory sensitivities, communication preferences, and executive functioning differences can significantly impact performance.
Practical Steps:
Flexible Working: Offer options for remote work, flexible hours, and quiet zones.
Sensory Considerations: Adjust lighting, reduce noise, and allow noise-cancelling headphones or alternative seating.
Communication Preferences: Respect individual preferences for email over phone calls or written instructions over verbal directions.
Bonus: These adjustments often benefit all employees, not just neurodivergent ones.
5. Train Managers and Teams
Education reduces stigma and increases empathy.
Practical Steps:
Neurodiversity Awareness Training: Provide workshops for managers and staff on different neurodivergent conditions, myths, and best practices.
Strengths-Based Supervision: Encourage managers to focus on outcomes, not rigid methods.
Feedback Loops: Create safe avenues for neurodivergent employees to offer feedback about workplace practices.
6. Promote Career Development and Psychological Safety
Retention is about more than being welcomed — it’s about feeling valued and having room to grow.
Practical Steps:
Individualised Development Plans: Support professional growth in ways that align with each person’s strengths and interests.
Regular Check-ins: Don’t assume everything is fine — ask. Use structured check-ins to address barriers early.
Celebrate Success: Recognise contributions in ways that are meaningful to the individual (some may prefer quiet recognition over public praise).
7. Establish a Neurodiversity Network or ERG (Employee Resource Group)
Empower neurodivergent employees to connect, share experiences, and inform company policy.
Practical Steps:
Co-design initiatives with neurodivergent staff.
Offer leadership opportunities within the group.
Feed insights into broader inclusion strategies.
Building a neurodiverse workplace isn’t a tick-box exercise — it’s a commitment to recognising and valuing human difference. When companies get it right, the benefits are profound: stronger teams, deeper innovation, and a more equitable future of work.
By shifting from awareness to action, your organisation can become not only a place where neurodivergent people get in, but one where they thrive.
At Be, we have created a free resource for our clients – a Neurodiversity Workplace Checklist – to help you assess your current system and practices. If you would like a copy, please email: [email protected] requesting “Neurodiversity Workplace Checklist” or download using the link above.
#Neurodiversity #InclusionMatters #WorkplaceInclusion #DiversityAndInclusion #InclusiveWorkplace #BelongingAtWork
