From awareness to action: how to empower neurodivergent employees
Neurodiversity is a fundamental part of creating an inclusive workplace, yet it’s often an afterthought. In this blog, we explore how companies can move beyond awareness and take meaningful action to support neurodivergent employees.
19th Mar 2025
Around 1 in 7 people in the UK are neurodivergent, living with conditions such as Dyslexia, Autism, ADHD, and Dyspraxia. These individuals may think, communicate, and approach problem-solving in unique ways, bringing valuable perspectives and strengths to the workplace.
As awareness grows, more businesses are recognising that embracing neurodiversity isn’t just about inclusion—it’s a powerful driver of innovation, productivity, and overall employee wellbeing. By creating environments that support neurodivergent employees, companies can unlock their full potential and build a more diverse, dynamic, and successful workforce.
So, how can your organisation maximise the benefits of remote neurodiverse employees?What is neurodiversity?
Let's start off by looking at what exactly neurodiversity is.
As described by Harvard Health Neurodiversity is 'the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits'.
It includes conditions like autism, ADHD, and dyslexia. Instead of seeing these differences as problems, neurodiversity emphasises that they are just different ways of thinking and being and therefore there is a need for more inclusive practices and accommodations in workplaces, schools, and other social environments.10 ways to support neurodivergent employees
1. Think about the benefits of offering flexible working for neurodivergent individuals
Working from home for neurodivergent individuals can be advantageous for many reasons. It often provides the opportunity for your employees to choose the best environment for them to work in.
For some neurodivergent people, this might mean working with music or a television in the background, while for others it might mean having no sound at all and noise-cancelling headphones on. Perhaps they prefer being able to get up and walk around during a virtual meeting, or maybe they’re not a fan of always having the camera on. They might need to use text-to-speech tools or assistive technology.
Giving someone the choice about where they work on a given day can help them to create an environment that is perfect for them to be able to work effectively each day.2. Don't be afraid to ask questions
A supportive, neurodiverse environment is one that is inclusive. Neurodiversity is not simply an add-on but rather built into the fabric of your organisation.
You know you are moving in the right direction once you’re able to ask questions like “how can I support you?” and “are there any barriers to you being successful?”. In turn, you also want your employees to be able to come to you with any questions or concerns they might have around their development or success.
There should be an element of trust and mutual respect established, and you should strive to create a welcoming and inclusive environment for all.3. Avoid making assumptions
We all hate stereotypes, so never assume that a neurodivergent person will display certain characteristics.
One important thing to avoid is making assumptions based on a person’s “label”. For example, assuming that people who are autistic are good at IT and dislike socialising, or that all people who are ADHD are very creative and hyperactive. You are only limiting your understanding of individual employees and it can lead to incorrect biases.
Assumptions can be avoided by being person-centred. Take the time to understand your team members both as individuals and as a whole. Embrace the diversity within your team, you will naturally increase productivity and employee wellbeing.4. Be open to changing your communication style, and encourage managers to do the same
Nowadays, we’re lucky that we have so many ways to keep in touch, from emails and phone calls, to video chat to instant messaging. If someone has a preferred way of communicating then embrace it.
It could make all the difference to a person’s anxiety levels and productivity. For instance, someone with Asperger’s may find video chats stressful, but someone with Dyslexia, who finds written communication more time consuming, might prefer it. Give your employees a choice and develop a method that works for you both.5. Provide the tools to support diverse ways of working
So, we’ve mentioned communication methods but what about tools that help them to actually carry out their work at home?
There are so many amazing tools and products out there, and everyone has their own preferences. Whether an employee requires literacy support or are looking for ways to increase their productivity, assistive technology can bring benefits to everyone.
Ask your neurodivergent employees whether or not they have a tool in mind that they’d like to use. If not, give them the opportunity to do some research and explore their options. Platforms such as Notion, Monday and Google Sheets are some of many which may help.6. Be direct, clear and concise
Sometimes when we send an online message, our thoughts can get lost in translation. As we work remotely and are not in direct contact with one another, it’s important to communicate as clearly as possible.
Outline expectations concisely and clarify that you’ve been understood as intended. This is a great way of communicating that is ideal for literal thinkers, such as people with Aspergers, but it definitely goes a long way for everyone in the virtual environment and can avoid misunderstandings and unnecessary anxiety.7. Maintain a degree of structure and routine
A lot has already changed in a very short space of time since the pandemic began, and for employees with ADHD or Autism for example, this is something that can cause stress and anxiety. Configuring a routine, even if only a basic one, and maintaining that structure is key.
Set up a conversation to ascertain their preferred working style and figure out a working day, or week. Be flexible to their needs, you want to ensure that you’re supporting them in the right way and maintaining a healthy work-life balance that’s organised and harmonious.8. Make time for regular check-ins
As we continue to venture through this time of uncertainty together, it’s never been more important to check in on the emotional wellbeing of your employees.
Some employees may be open with their feelings of being overwhelmed, anxious and isolated, but for others expressing emotion can be a challenge.
Whilst it’s good to catch up with your team and maintain a healthy relationship, regularly checking in to ask how they are feeling opens the door for more emotive conversation, and for someone on the Autistic Spectrum, for example, being direct is helpful.9. Plan work in advance and thoroughly explain things
With remote working comes the need to structure your own day and be as organised as possible. Technology is our primary means of communication, and even though it opens up some amazing opportunities, it can also be the cause of frustration for some.
We’re only an instant message away and whilst that’s great, for people with ADHD for example, that availability can affect our ability to focus.
It’s important to give your employees time to complete tasks, and that could also mean practicing forward-thinking, to remove any impromptu tasks or distractions.
It’s also a good idea to provide as much detail as possible when assigning an initial task instruction, so that your employees have everything they need to work away, without needing to repeatedly stop and ask questions or seek advice.10. Get creative and have fun
For many people, the social aspect of the workplace is their favourite thing about going to the office and adjusting to the loss of daily contact with colleagues has taken some getting used to. But what about those who aren’t a fan of the social aspects or those who struggle socially?
For some, it can be tough to strike up conversation with someone and doing this in a virtual setting hasn’t made it any easier.
So, why not bring your employees together and encourage some organic and friendly conversation. Conferencing applications like Google Hangouts are a great way to get your colleagues together in groups.
Have a virtual break together, or end the day with a few drinks to provide a time and space for a bit of banter and conversation. In a group setting, there’s no pressure on one individual to initiate or carry a conversation. It’s a way to boost interaction in a way that’s comfortable for each individual. It’ll lift morale and help ensure your inclusion practices remain top of the agenda.Companies leading the way in neurodiversity support
Many forward-thinking organisations are already implementing strategies to support neurodivergent employees. Here's how leading companies are making a difference during Neurodiversity celebration week and beyond:
Brit Insurance: creating thriving environments
"At Brit, we work hard to ensure we have an environment in which everybody can thrive. We have inclusive recruitment processes and offer adjustments if needed. We also have a workplace adjustments policy, an employee resource group focusing on disabilities and long-term health conditions and we partner with Business Disability Forum to ensure we have the most up-to-date guidance to support our colleagues."
BAE Systems: celebrating diverse perspectives
"At BAE Systems, we celebrate neurodiversity and empower every individual to thrive. Through workplace adjustments, mentoring, and tailored career development, we ensure our neurodiverse colleagues have the support they need to excel. Our Disability Employee Resource Group fosters community and advocacy, while company-wide training promotes awareness and inclusion. By embracing diverse minds and perspectives, we drive innovation and create a workplace where everyone can contribute their unique strengths."
BT Group: championing accessibility as a right
"At BT Group, we believe accessibility is a fundamental right, and we're committed to fostering a culture where everyone feels valued, welcome, and safe to be themselves. We offer dedicated support for disabled and neurodivergent colleagues, including offering workplace adjustments (such as increased flexible working arrangements) where needed. BT Group is also a Disability Confident Leader. As part of the recruitment process, you can tell us if you need adjustments such as extra time to complete assessments, supplying information in different formats, or assistive technology."
NHBC: building peer-led support networks
"NHBC actively supports neurodiverse colleagues through accessibility tools, personalised adjustments, and inclusive initiatives. Our Be Me Enabled Network advocates for all disabilities, fostering awareness, education, and a psychologically safe environment. The Neurodiversity Support Circle provides a peer-led space for connection and support. To further inclusion, we are training a facilitator to deliver Neurodiversity training for managers and teams."
VM02: providing educational resources
"Here at VMO2 we've got lots of things in store for Neurodiversity Celebration Week which promises to be an informative week, with plenty of opportunities for personal growth and reflection. We're going to be launching some great new tools for everyone, to provide insights into exactly what neurodiversity is and how having a clearer understanding of it can make us more empathetic and inclusive as colleagues and people managers. We'll also be hosting a live virtual event where we'll be joined by a very special guest, comedian Ria Lina, who will be talking about her own experiences of diagnosis and disclosure."
TUI: embracing a 'Come As You Are' ethos
"At TUI, we are committed to creating an inclusive environment where all employees can thrive. As part of the Disability Confident Scheme, we ensure that our recruitment process is accessible and supportive, making necessary adjustments during interviews and within the workplace. Our 'come as you are' ethos reflects our dedication to fostering a culture of understanding and acceptance. We are proud of our inclusive hiring practices and our amazing Neurodiversity Employee Network Group & Disability Employee Network Group, which play a crucial role in promoting awareness and support for our colleagues."
HEINEKEN UK: developing practical tools
"At HEINEKEN UK we're committed to brewing a better world through the joy of true togetherness. Our Enable Network drives real change for disabled and neurodiverse colleagues, including peer support and wellbeing labs, plus practical tools like our Neurodiversity Toolkit and upcoming Reasonable Adjustments Guide. And in exciting news – Enable is a finalist in the 2025 Disability Smart Awards, thanks to its work with Strongbow, championing inclusion for all."
Boomi: Recognising diverse thinking styles
"This Neurodiversity Celebration Week, Boomi recognises the strength in diverse ways of thinking. A common phrase here is, 'there are many ways to climb a tree,' and we embrace that by fostering an inclusive workplace where neurodivergent employees can thrive. Through our Neurodivergent Employee Resource Group (Be T.R.U.E.), accessible workplace practices, and flexible support, we create space for every individual to contribute their best. With 'Boomi' rooted in the Sanskrit word for 'earth,' we are committed to providing the foundation needed for all employees to grow and reach their full potential."
Maersk: raising awareness through ERNs
"At Maersk we recognise that there is no such thing as a 'normal' brain; everyone processes information differently. Our Diverse Abilities ERN plays an important role in raising awareness about neurodiversity in the workplace. Since its launch we have had a number of employees feel more comfortable in discussing either their own neurodiversity, or those of their family members. During Neurodiversity Week we'll be hosting a number of employee events to embrace the natural diversity of human brains and the many ways people think, learn, and experience the world."
Tombola: equipping managers with the right tools
"Fostering an inclusive environment at tombola is essential to empowering people to be the best versions of themselves, a key part of our long-term people strategy. We continue to develop our learning and awareness of groups who have been historically excluded from society and the workplace, working toward becoming a truly inclusive employer. We're passionate about making tombola the best place you'll ever work... We're also working hard with our managers to equip them with the tools to support the people they manage. All of this creates the foundations for workplace culture which is inclusive for all."Final takeaways
Ultimately, neurodiversity comes in many forms (hence the term diversity). Whilst the tips above are helpful, it’s important to remember that everyone is different, even those with the same condition will experience it differently and often men and women will have a range of completely different symptoms from one another.
It’s vital that you treat each employee as an individual and handle your method of support on a case-by-case basis.
We recommend doing some research into different neurological conditions and how they vary. It might sound like a lot, but with 1 in 7 of us being neurodivergent, it’s most definitely worth doing.
There are many resources out there, including Podcasts, Videos, Ted Talks, LinkedIn articles, Facebook Groups and SubReddits. Even Instagram, TikTok and Pinterest are full of informative videos, infographics and illustrations. Heck, even your own employees might be open to sharing their experiences with you.
There’s a multitude of materials available and all at your fingertips.
By creating a more inclusive environment, you’re taking positive steps towards attracting new and diverse talent, each uniquely skilled, and with their own ideas and abilities. On top of that, you’ll see an increase in employee retention and be able to hold onto your existing team members who are just as valuable.