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Many organisations have recognised the importance of neurodiversity and are striving to create a more inclusive workplace. However, are these efforts enough?

The objective of this write-up based on the recent Coffee Mornings discussion is to delve deeper into the concept of neurodivergence covering the following areas :

  1. Explore the benefits of embracing neurodiversity in the workplace.
  2. Emphasise the need for a culture that values neurodiversity.
  3. Identify industries where neurodivergent individuals excel.
  4. Assess current progress in achieving neurodiversity inclusion.
  5. Highlight recent advancements towards creating a more inclusive work environment.
  6. Address remaining challenges to be overcome.
  7. Recognise leaders who prioritise DEI efforts.
  8. Suggest strategies for companies to improve their neurodiversity inclusion initiatives.

Our objective is to provide a comprehensive understanding of what it means to be neurodivergent and demonstrate how valuable diversity can be for businesses. Join us as we unlock the potential of neurodiversity and challenge traditional concepts of normalcy.

View the discussion in detail below:

What is neurodiversity and who are neurodivergent individuals?

Neurodiversity is a term that refers to the natural variations in the human brain, including differences in learning, attention, and social skills. Neurodivergent individuals can include those with autism, ADHD, dyslexia, and other neurological conditions.

Tori perfectly defines neurodivergent individuals:

“Neurodiversity pertains to the inherent variations in the human brain, which result in individuals perceiving and responding to things differently. Therefore, there is no singular type of neurodiversity. Although there are several widely recognised forms of neurodiversity such as ADHD, autism, and dyslexia, neurodiversity encompasses how people navigate and adapt to the world based on their unique perspectives and coping mechanisms.” – Tori Wheatley, Recruitment Consultant

Why is neurodiversity inclusion important for businesses?

Studies have demonstrated that neurodiverse individuals possess distinct strengths and perspectives that can significantly contribute to the workplace. They tend to be exceptionally detail-oriented, possess exceptional problem-solving abilities, and think unconventionally. When businesses embrace neurodiversity, they unlock a vast pool of talent that would otherwise go unnoticed.

The Value of Neurodiversity in the Workplace

  • Attention to detail: Neurodivergent individuals often exhibit a high level of attention to detail and can be meticulous in their work. This quality is particularly useful in fields like science, technology, engineering, and math (STEM), where accuracy and precision are essential.
  • Creativity and innovation: With their unique perspectives, neurodivergent individuals can approach problems from unconventional angles. This ability can lead to innovative solutions and breakthroughs that may not have been possible with a conventional approach.

A study by Harvard Business Review found that teams with neurodiverse members outperformed those without them in terms of idea generation, creativity, and problem-solving. Sam is in full support of this study:

“A diverse workforce can lead to more creativity and more inspirational kind of thoughts, which is a completely different way of thinking about problems and solutions and way of doing things.” – Sam Ingram, CEO

  • Hyperfocus: Many neurodivergent individuals possess the ability to hyperfocus on tasks, which is an asset when completing complex or detail-oriented work.
  • Memory and recall: Some neurodivergent individuals have exceptional memory and recall abilities. This skill can be highly valuable in fields such as data analysis, research, and law.
  • Analytical skills: Neurodivergent individuals often possess strong analytical skills that can prove useful in fields like finance, accounting, and information technology.

Importance of creating a culture that celebrates neurodiversity

  • It promotes inclusivity: When a company celebrates neurodiversity, it sends a clear message that every employee is valued and included, regardless of their neurological differences. This helps to create an inclusive workplace culture where everyone feels respected, supported, and empowered to be their authentic selves.
  • It fosters innovation and creativity: Neurodivergent individuals often bring unique strengths and perspectives to the workplace, which can lead to new ideas, approaches, and solutions. By celebrating neurodiversity, companies can tap into this creativity and innovation potential, driving growth and success.
  • It enhances employee engagement and retention: When employees feel valued and included, they are more engaged and committed to their work. By creating a culture that celebrates neurodiversity, companies can improve employee morale, reduce turnover rates, attract top talent, and retain valuable team members.
  • It improves the bottom line: Studies have shown that companies with diverse workforces are more profitable and successful than those without. By celebrating neurodiversity and fostering a diverse and inclusive workplace culture overall, companies can drive growth, innovation, profitability while promoting social responsibility.

Neurodivergent individuals can excel in various industries and sectors, including

  • Technology: Their strong analytical and problem-solving skills are particularly valuable in software development, data analysis, and cybersecurity.
  • Finance: Many neurodivergent individuals possess an exceptional talent for numbers and financial analysis, making them valuable assets in finance and accounting roles.
  • Healthcare: Due to their ability to hyperfocus, pay attention to detail, and have empathy for patients, neurodivergent individuals can make excellent healthcare professionals.
  • Science and research: Neurodivergent individuals’ analytical and creative abilities can contribute significantly to scientific research. Their unconventional approaches to problems often lead to breakthroughs.
  • Engineering: With their strong problem-solving skills, neurodivergent individuals are well-suited for engineering roles that require finding innovative solutions to complex problems.

The Current State of Neurodiversity Inclusion

While there has been progress made, there is still much room for improvement in our understanding and acceptance of neurodiversity. Although awareness of neurological differences is growing, many still view these differences as disorders or deficits instead of recognising them as natural variations in human neurology. This lack of understanding and acceptance highlights the need for continued education and advocacy for neurodiversity in society.

Schools are beginning to embrace neurodiversity and provide accommodations for students with different learning styles, many still lack the necessary resources and training to fully support neurodivergent students. However, there is a growing movement of neurodivergent individuals and allies who are advocating for greater acceptance and inclusion of neurological differences in society.

As the benefits of neurodiversity in the workplace become more widely recognised, an increasing number of companies are taking notice. They understand that neurodivergent individuals can bring unique strengths such as increased innovation, creativity, and problem-solving abilities to their teams. Some companies have even launched neurodiversity hiring programs to attract this talent. However, creating a truly inclusive work environment requires more than just accommodations for neurodivergent employees. While some businesses have taken steps towards inclusivity by providing quiet workspaces or extra time on assignments, there is still much more to be done. Companies need to actively recruit and retain neurodiverse talent and create a culture that celebrates diverse ways of thinking and working. By doing so, they can unlock the full potential of their workforce and drive greater innovation and success.

I agree from an employment perspective, there’s a lot more that needs to be done. I think it’s easy to tick a box and say, OK, we’ve hired someone with autism, we’ve done that, but then what next? I think it’s about educating staff. I think it’s about also communicating with that individual. What’s worked for you in the past? What can we do? What can we put in place to make sure that we’re supporting you as much as possible? And I think it’s about having that ongoing conversation and communication to ensure that person is always supported. – Tori Wheatley, Recruitment Consultant

Organisations such as the Autistic Self Advocacy Network and the National Association of Neurodiversity are leading this charge. Despite progress being made toward neurodiversity inclusion, there is still much work that needs to be done. We must continue to educate and advocate for the acceptance and celebration of all neurological differences in our communities, workplaces, and schools. Only then can we create a truly inclusive society where everyone has the opportunity to thrive.

The progress that has been made in recent years to create more inclusive workplaces

  • Diversity and inclusion policies: Many companies now have diversity and inclusion policies in place that explicitly state their commitment to creating a more inclusive workplace. These policies often address issues such as unconscious bias, microaggressions, and discrimination and provide guidelines for creating a more welcoming and supportive environment for all employees.
  • Hiring initiatives: Some companies have launched specific initiatives aimed at hiring individuals from underrepresented groups, including people with disabilities, including neurodivergent individuals. These initiatives often involve targeted recruitment efforts, training programs, and accommodations to support new hires.
  • Accessibility accommodations: Robbie is seen highlighting the relevance of creating an accessible work environment for individuals with neurological differences. He wants companies to reflect on initiatives they take to ensure they are fully inclusive, but he also understands this is an ongoing process that cannot be resolved overnight. All we need to do is take the first step towards building an inclusive environment and grow with it. He is seen quoting:

“What do you need to do to enable them to be in the best environment as you would any other member of staff? It’s no different from a physical disability if someone is in a wheelchair, you need to make it accessible. How do you do that for neurodiversity, which isn’t an overnight thing that we can fix tomorrow, but it’s constantly evolving.” – Robbie Blake, Senior Recruitment Consultant

Many companies are making their workplaces more accessible to people with disabilities, including those with neurological differences. This can include providing assistive technologies, such as screen readers and speech recognition software, or making physical accommodations, such as installing ramps and elevators.

  • Training and education: Companies are increasingly providing training and education to their employees to help them understand and appreciate neurodiversity and other forms of diversity. This can include workshops, webinars, and other forms of training that teach employees how to work effectively with colleagues who have different backgrounds and perspectives.

Challenges that still need to be addressed

  • Stigma and stereotypes: Despite progress towards greater inclusivity in the workplace, neurodivergent individuals still face stigma and stereotypes that can result in exclusion, discrimination, and limited opportunities.

“I think as a society we’ve come a long way, but still, there’s a long, long way to go. And neurodivergent individuals are still very much aware that there is that stigma, and there’s that fear of they won’t want to hire me because they think I’m going to be too hard to support, too hard to deal with. They think I’m not going to be good at the job.” – Tori Wheatley, Recruitment Consultant

  • Access to accommodations: To succeed in the workplace, many neurodivergent individuals require accommodations like flexible work arrangements, assistive technologies, and specialised training. Unfortunately, accessing these accommodations can be a challenge as some employers may not be equipped to identify or provide for the needs of neurodivergent employees.
  • Recruitment and retention: Recruiting and retaining neurodivergent talent can be challenging for many companies that lack the resources, knowledge, or infrastructure to foster a culture of neurodiversity inclusion in the workplace.
  • Lack of awareness and training: A lack of understanding about neurodiversity and how to effectively collaborate with neurodivergent colleagues can cause employees and managers to experience miscommunications, misunderstandings, and a general lack of support in the workplace.
  • Intersectionality: Neurodiversity intersects with other dimensions of diversity, such as race, gender, and sexual orientation. Employers must acknowledge and address these intersections to ensure that their diversity and inclusion initiatives are truly inclusive of all neurodivergent individuals, regardless of their background.

Trailblazers changing the workforce landscape and truly inheriting DEI

  • Microsoft: Microsoft has an Autism Hiring Program that provides job opportunities and support for neurodivergent individuals. They also have a dedicated team that works to provide accommodations and support for neurodivergent employees.
  • SAP: SAP has an Autism at Work program that aims to hire and support neurodivergent individuals. They provide training and mentorship for employees and have also developed an app called Autism at Work Playbook, which provides resources for employers to support their neurodivergent employees.
  • Ernst & Young (EY): EY has a Neurodiversity Centers of Excellence program that focuses on hiring and supporting neurodivergent employees. They also provide training for managers and colleagues to help them understand and work effectively with neurodivergent employees.
  • JPMorgan Chase: JPMorgan Chase has a Neurodiversity at Work program that provides job opportunities and support for neurodivergent individuals. They also have a Neurodiversity Ambassador program, where employees can become ambassadors and advocate for neurodiversity inclusion within the company.
  • Ford: Ford has a partnership with the Autism Alliance of Michigan to provide job training and opportunities for individuals on the autism spectrum. They also have a virtual reality training program to help neurodivergent individuals learn job skills in a low-stress environment.

How Companies Can Improve their Neurodiversity Inclusion Efforts

In a nutshell, Sam has brilliantly captured the essence of the coffee mornings discussion by outlining five crucial steps for ensuring effective inclusion of neurodiverse individuals.

“Keep learning. Embrace it. Understand it. Break stigmas. Be inclusive. Be a trailblazer blazing it. There you go. There are your key takeaways for the day.” – Sam Ingram , CEO

5-step process to ensure neurodiversity inclusion is done right

  • Educate employees and managers: Offering educational and training opportunities to employees and managers regarding neurodiversity and how to effectively collaborate with neurodivergent colleagues can play a vital role in reducing stigma, enhancing understanding, and fostering support.
  • Embrace/Celebrate neurodiversity: Businesses can honour neurodiversity by raising awareness and cultivating appreciation for the exceptional strengths and perspectives that neurodivergent individuals contribute to the workplace.
  • Create a welcoming and inclusive workplace culture: To actively recruit and hire neurodivergent talent, businesses can partner with organisations that promote neurodiversity inclusion and leverage job boards and other resources that connect with neurodivergent job seekers. Moreover, fostering an inclusive workplace culture by highlighting the significance of neurodiversity and creating a supportive environment where everyone feels valued and respected is crucial. Providing opportunities for professional growth, mentorship, and leadership development can help foster the development and advancement of neurodivergent talent. Additionally, companies can offer accommodations and support to neurodiverse employees such as flexible work arrangements, assistive technologies, specialised training, and coaching.
  • Break stigmas: To break down stigmas surrounding neurodiversity, we need to combine education, advocacy, and celebration of diversity. By challenging stereotypes and promoting inclusive policies and practices, we can strive towards creating a more accepting and inclusive society for everyone.
  • Be a trailblazer:  To be a trailblazer for neurodiversity inclusion, it’s essential to take an active role in advocating for and promoting the inclusion of neurodivergent individuals in all aspects of society. By leading by example, speaking up, mentoring others, starting conversations, and staying informed, trailblazers can help create a world that accommodates the unique needs and strengths of neurodivergent individuals. Whether it’s in the workplace, community, or online spaces, trailblazers can break down barriers, challenge stereotypes and promote understanding and acceptance of neurodiversity. Through their efforts, trailblazers can drive positive change and build a more inclusive society for everyone.

It’s crucial to recognise that hiring a neurodiverse workforce should not be treated as a checkbox exercise. Instead, it should be a well-informed decision made by the organisation with a commitment at all levels to ensure an inclusive and positive journey for everyone involved. While this may seem challenging, it’s essential to avoid superficial or tokenistic approaches to neurodiversity inclusion and strive for genuine support and inclusion of neurodivergent individuals. As Sam, Robbie and Tori emphasised in the discussion, this requires a thoughtful and intentional approach to building an inclusive workplace culture, which takes time to develop and evolve. Taking the first step towards genuine inclusion is crucial.

“I don’t necessarily think people need to listen to this and kind of go OK, we’ll go out and we’ll try and hunt down someone that is able to fit into this box, it should just be more. We’re aware that it exists, and we won’t kind of shy away from it if it does come. And it might not be to necessarily say you’ll do it right the first time around. It is a journey and, you must learn along the way.” – Sam Ingram, CEO

In summary, companies that adopt a proactive and holistic approach to neurodiversity inclusion can experience the benefits of having a more diverse and inclusive workforce. This can lead to greater innovation, creativity, and productivity. By prioritising neurodiversity inclusion, companies can cultivate a workplace culture that values and supports all employees, irrespective of their neurological differences.


Here are the key pointers to remember from the article:

  • Neurodiversity refers to natural variations in the human brain, including differences in learning, attention, and social skills. Neurodivergent individuals can include those with autism, ADHD, dyslexia, and other neurological conditions.
  • Individuals who are neurodiverse can offer distinct strengths and perspectives to the workplace. These may include attention to detail, creativity, innovation, hyperfocus, memory recall, and analytical skills.
  • Embracing neurodiversity can lead to a more inclusive workplace, encourage creativity and innovation, boost employee engagement and retention, support diversity and inclusivity, and ultimately improve the bottom line. Celebrating neurodiversity is a win-win for everyone involved.
  • Industries such as technology, finance, healthcare, science and research, and engineering can be ideal for neurodivergent individuals to thrive in. These fields often require strong analytical skills and attention to detail, which can play to the strengths of those who are neurodiverse.
  • Although strides have been made in promoting neurodiversity inclusion, there is still a need for greater education and awareness, improved accommodation and support, and more inclusive hiring and promotion practices. By taking these steps, we can continue to make progress toward creating a more equitable and supportive workplace for all individuals.
  • To promote greater neurodiversity inclusion, companies can adopt various strategies such as offering training and education programs, providing flexible work arrangements, and implementing accommodations for neurodivergent individuals. These efforts can help create a more inclusive workplace where all employees feel valued and supported.

Let’s have a conversation about how we can assist your business in implementing an unbiased hiring process and fostering a diverse, equitable, and inclusive (DEI) environment in the workplace. Our team can provide guidance tailored to your specific needs. Reach out to us and let’s explore how we can be of assistance.