Neuro-affirmative workplaces: redefining inclusion and success in 2025

By Dr Lisa Williams, lead clinical psychologist and director of The Autism Service

February 17 2025 - Estimates show that there could be as many as 1.2 million autistic people and 2.2 million people with ADHD in England. Recent news reports a huge rise in demand for autism and ADHD diagnoses, with waiting lists reaching an eight-year backlog in some parts of the country.

During these turbulent times, corporations are beginning to reassess their diversity, equity and inclusion (DEI) policies and programs with the foresight that public and consumer expectations are rapidly shifting with the increased awareness and understanding of neurodiversity country-wide.

With larger brands such as Ford and Harley-Davidson abandoning their DEI, some well-known brands are doubling down on their DEI (e.g., Mastercard), creating a turbulent atmosphere for businesses, customers, and employees alike.

With the growth of waiting lists and DEI battles, creating neuro-affirmative workplaces could be an essential part of inclusivity, innovation, and employee wellbeing.

To implement meaningful change, it is important to understand that all brains are different.

Someone who does not possess a neurodivergent identity may be referred to as 'neurotypical', although in reality this is highly contextual, and there is no one 'normal brain'.

Why neuro-affirmative workplaces matter

A truly inclusive workplace values the diversity of thought, perspective, and problem-solving approaches that neurodivergent individuals bring. When appropriately supported, neurodivergent employees can excel and significantly enhance workplace innovation, productivity, and creativity.

Despite their potential, as workplaces are typically built for neurotypical conformity, neurodivergent individuals often face significant barriers in traditional workplaces.

Rigid structures, sensory-unfriendly environments, and communication styles that favour neurotypical thinking can make it difficult for these colleagues to perform at their best. This exclusion not only limits individual career prospects but also limits the opportunity for every colleague to build meaningful connections.

Research shows that 1 in five autistic adults may have an anxiety disorder, whilst 50 per cent of adults with ADHD have a co-occurring anxiety disorder. However, it is important to understand, that having a neurodiverse condition does not mean that each individual has a mental health condition.

To fight the stigma, employers need to actively increase their understanding and awareness of the difficulties neurodiverse colleagues may face, to ensure their needs can be accommodated.

For instance, the lack of flexibility, unclear expectations, and overstimulating workspaces can lead to disengagement and poor mental health outcomes, ultimately affecting team morale and overall productivity, leading to burnout.

By working towards a neuro-affirmative workplace, the work environment can promote well-being for all, and create an inclusive culture where every employee feels valued and supported.

Characteristics of a neuro-affirmative workplace

Flexible Work Environments

A neuro-affirmative workplace embraces flexibility in both physical space and working patterns. This could include sensory-friendly spaces such as quiet zones and dimmable lighting.

Adjustable work setups are also a fantastic way to cater to the range of working styles of your employees, such as providing standing desks, ergonomic chairs, and alternative seating arrangements.

Since the Covid-19 pandemic, flexible working has become much more available, which can ensure, that both neurotypical and neurodivergent employees can operate in environments that best suit their needs. Relating this to how and where the work can be carried out when possible will allow the best chances for productivity for all.

Inclusive Communication

Clear, structured, and accessible communication is critical in a neuro-affirmative workplace. This could include providing multiple communication formats, such as written, visual, and verbal options to ensure all employees can process information effectively.

Avoiding jargon and using clear language will also make communication more accessible at the workplace, whilst providing specific, constructive, and predictable feedback will help neurodivergent employees understand expectations and improve performance.

Neurodiversity and training

Data suggests that almost 50 per cent of neurodiverse employees feel unsupported at the workplace, and education and awareness play a key role in enhancing support within organisations.

How to build a neuro-affirmative workplace

A successful neuro-affirmative strategy begins with a thorough review of existing workplace structures through a neurodiversity lens. Organisations can begin conducting anonymous employee surveys to identify barriers, then prioritising key feedback to improve on the current situation.

Within the hiring process, organisations may carry out a review of their job descriptions and hiring practices to ensure that it truly reflects inclusivity.

It may feel daunting to begin building a neuro-affirmative workplace, so collaborating with neurodiversity specialists and advocacy groups can ensure that workplace policies and training initiatives are informed by lived experience and best practices.

Regular expert-led training sessions can also help managers and employees better understand and accommodate neurodivergent colleagues.

In a competitive job market, businesses that embrace neurodiversity not only gain access to untapped talent but also set the standard for inclusivity. Neuro-affirmative workplaces are the future of work, offering a roadmap to ensure no employee is left behind.

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