Across the UK, more employers are recognising the value of a neurodiverse workforce. But for too long, neurodivergent people – including those with autism, ADHD, dyslexia, dyspraxia, and Tourette’s – have faced barriers to getting in, staying in, and thriving at work.
Here’s how your charity, CIC, or purpose-led business can create meaningful, inclusive employment for neurodivergent people — and why it’s not just the right thing to do, but the smart thing too.
What Does Neurodivergent Mean?
Neurodivergent people experience, process, and respond to the world differently. It’s not a deficit — it’s a difference. And just like physical access matters, so does cognitive and communication accessibility.
The Barriers
Despite talent, creativity and commitment, many neurodivergent people are:
Unemployed or underemployed – in the UK, only 29% of autistic adults are in employment.
Misunderstood – labelled as “difficult” or “disengaged” when needs are unmet.
Excluded – from traditional recruitment processes, open-plan offices, and rigid workplace cultures.
Why It Matters
Inclusive workplaces benefit everyone — not just those with a diagnosis.
Neurodivergent people often bring creativity, focus, honesty, and innovation.
Different ways of thinking = different solutions.
Inclusive hiring improves team culture, retention, and morale.
7 Practical Ways to Support Neurodivergent Employees
Rethink Recruitment
Avoid competency-based interviews that rely on “selling yourself.”
Offer the option to answer questions in writing or in advance.
Share interview questions beforehand.
Be Clear, Not Vague
Give clear instructions and expectations — don’t assume reading between the lines.
Use plain English and avoid ambiguous language.
Create Sensory-Friendly Environments
Offer quiet workspaces, noise-cancelling headphones, or natural light where possible.
Let people wear what’s comfortable unless there’s a specific safety reason not to.
Flexible Working is Key
Adjust start times, allow remote work, and avoid back-to-back meetings.
Trust employees to manage their time in ways that work best for them.
Make Adjustments Normal, Not Exceptional
Frame adjustments as part of supporting all staff.
Have a simple, supportive process for discussing needs.
Support Managers
Train managers to understand neurodivergence without relying on stereotypes.
Encourage open conversations and check-ins that respect communication preferences.
Value Difference
Don’t expect everyone to act neurotypical.
Celebrate strengths and respect different communication and working styles.
Hear it From Lived Experience
If you’re serious about being inclusive, involve neurodivergent people in shaping your policies, recruitment, and culture. Co-production and consultation matter. This isn’t about ticking a box – it’s about designing workplaces that work for everyone.
Final Thought
Employing neurodivergent people isn’t about charity – it’s about equity. Everyone deserves access to meaningful work, and every employer benefits from diverse minds.
At Accounting for Good CIC, inclusion isn’t an add-on – it’s our starting point. We support employers and social enterprises to recruit inclusively, and we help neurodivergent people explore employment and enterprise on their own terms.
If you want to build a truly inclusive workplace, we’d love to help you start.