10 Top Tips for Neuro-inclusive Workplaces

Did you know our Neurodiversity at Work Training has been co-created by participants with lived experience?

This #NeurodiversityWeek we, alongside our participants, have curated some top tips for supporting neurodivergent employees in the workplace.

Small changes can make a big impact so if you're ready to become an inclusive employer, book your training here.

Make neurodiversity a strategic priority.

1. Embed neurodiversity into organisational objectives, and actively involve neurodivergent colleagues in the design of strategies, policies, and processes. 

   
   
   
   

2. Educate and equip leaders and teams.

   
   

   Inform and train staff and managers to foster an affirmative workplace culture that goes beyond formal accommodations and permissions.

   
   
   
   

3. Listen and learn.

   
   

   Proactively ask individuals what they need to thrive and perform at their best, and respond with openness and flexibility.

   
   
   
   

4. Make neuro-inclusion visible and normalised.

   
   

   Encourage and legitimise sensory and self-regulation adaptations such as fidget tools, desk fans, headphones, sunglasses, movement, and taking breaks.

   
   
   
   

5. Design flexibility and inclusion into the workplace.

   
   

   Where possible, build inclusive practices and environments by default (e.g. providing quiet spaces or low-stimulation areas accessible to anyone).

   
   
   
   

6. Communicate clearly and specifically.

   
   

   Use plain language, articulate expectations clearly, and avoid unambiguous instructions.

   
   
   
   

7. Create space for thinking and clarification.

   
   

   Encourage processing time and welcome clarifying questions, particularly in meetings and decision-making forums.

   
   
   
   

8. Use varied and accessible communication formats.

   
   

   Combine verbal and written communication, and structure longer texts with bullet points, headings, and reader-friendly formatting.

   
   
   
   

9. Enable structured planning and predictability.

   
   

   Provide information in advance, break work into manageable tasks, set clear deadlines, and minimise last-minute changes where possible.

   
   
   
   

10. Offer support with prioritisation and overwhelm.

    
    

    Provide practical assistance when needed, such as help with task prioritisation, workload management, or navigating complexity.

(And as a bonus because we couldn't just limit it to 10!)

11. Honour strengths as well as recognising support needs.

    
    

    Recognise, value, and leverage the strengths of neurodivergent colleagues, rather than focusing solely on challenges or deficits.