HR and neurodiversity at work

Neurodiversity is increasingly acknowledged as a key part of diversity, equity, and inclusion (DEI) strategies. It celebrates the varied ways people think, learn, communicate, and process information, and urges employers to shift from a deficit mindset to one of strength and adaptability.

In the modern workplace, recognising and supporting neurodiverse individuals is not only ethical but a strategic advantage that can unlock particular advantages that you previously might not have thought possible.

This post explores what neurodiversity at work means, why employers should actively support neurodivergent employees, what HR-led steps can foster inclusive environments, and how Sapphire HR can support organisations on this journey.

What is neurodiversity?

Simply put, neurodiversity refers to the natural variation in how human brains operate. The term encompasses conditions such as autism, ADHD, dyslexia, dyspraxia, OCD, and others, including those who may not have formal diagnoses but whose cognitive styles differ from the ‘neurotypical’ norm.

Before we get too far ahead of ourselves, let’s quickly establish some of the key language we’ll be using throughout this post.

• Neurodivergent individuals think, learn, or process information in ways that differ from neurotypical norms. 

• Neurotypical refers to those whose cognitive processing aligns with societal expectations. 

• Neurodiverse describes a group that includes both neurotypical and neurodivergent individuals.

It’s important to note that neurodiversity isn’t a mental health issue per se. However, the lack of workplace accommodation can contribute to stress, anxiety, and burnout, highlighting the need for supportive environments.

Why should employers embrace neurodiversity at work?

1. Tapping into hidden strengths

Research shows neurodivergent individuals often bring exceptional strengths: hyperfocus, pattern recognition, creativity, reliability, attention to detail, and out-of-the-box thinking. One study from Harvard Business Review even suggests teams with neurodivergent professionals can be up to 30% more productive.

2. Future-focused skillset

The EY Global Neuroinclusion at Work Study 2025 found that neurodivergent professionals often exhibit high proficiency in rapidly growing skills like AI and cyber security. What’s more, feeling “truly included” reportedly boosts their performance: up to 31% improvement in cyber security skills, 20% in AI, and 10% in adaptability.

3. Retention and engagement

According to the same EY study, nearly 39% of neurodivergent employees plan to leave their roles within 12 months if they don’t feel included, with workplace relationships being a key driver. Embracing neurodiversity at work not only retains talent but considerably boosts engagement and loyalty.

4. Reducing bias and barriers

Many employers still neglect neuroinclusive policies – only 19% have reviewed people-management policies, and just 56% of HR staff feel confident supporting neurodiversity at work. This gap creates legal risk – for instance, 13% of UK organisations have faced tribunals related to neurodiversity.

HR strategies to support neurodiverse employees

Creating truly neuroinclusive workplaces requires strategic, systemic action across recruitment, management, workplace design, and organisational culture. This is not about making small, isolated adjustments but about embedding inclusion into the very fabric of HR practice. Let’s explore some ways in which this can be accomplished:

Reviewing and adapting policies

The first step is to review and adapt existing policies. Hiring and people-management processes should be carefully audited to identify and remove bias. This can mean updating recruitment language to ensure it is inclusive, clarifying expectations clearly, and outlining the availability of accommodations from the outset.

Moving towards skills-based recruitment is also essential. By focusing on the strengths and capabilities of individuals rather than overly rigid job descriptions, organisations can open the door for diverse cognitive styles to shine and contribute fully.

Training and empowering line managers

Line managers play an equally critical role in creating neuroinclusive workplaces. They are often the first point of contact for employees and, therefore, need to be equipped with the right tools and understanding.

Training on neurodiversity at work should focus on setting clear expectations, offering regular and constructive feedback, supporting a variety of working styles, and, most importantly, fostering psychological safety within teams. When managers are confident in these areas, they are far better placed to nurture and retain neurodiverse talent.

Rethinking physical and digital workspaces

Another vital consideration is the physical and digital environment in which employees work. Sensory-friendly design can make a significant difference: quiet zones, flexible seating, adjustable lighting, and noise reduction measures help create spaces that minimise stress and distraction.

Alongside this, technology can also be an enabler. Assistive tools such as screen readers, speech-to-text software, or structured task management applications can support different ways of working and reduce unnecessary barriers.

Enabling structure and flexibility

Building structure and flexibility into working practices is also essential. Many neurodivergent employees thrive when roles, tasks, and deadlines are communicated clearly and consistently.

Providing advance notice of changes can help reduce anxiety, while offering asynchronous communication and flexible work options helps accommodate different processing styles and energy levels. A balance between predictable structure and adaptable flexibility is often the most effective approach.

Creating supportive communities

Beyond policies and workplace adjustments, culture plays a powerful role. Creating supportive communities, such as Employee Resource Groups (ERGs) or Neurodiversity Centres of Excellence, allows employees to share experiences and contribute to co-designing inclusive practices.

Mentoring and peer support networks can also provide an additional layer of encouragement, guidance, and understanding, helping employees feel less isolated and more empowered in their careers.

Measuring progress

Finally, inclusion efforts must be measurable to be meaningful. Organisations should enable voluntary self-identification, which allows them to gather data and gain a clearer understanding of workforce needs.

Regular engagement surveys and feedback loops can help monitor progress and highlight areas where further improvement is needed. By treating neurodiversity at work as an ongoing, iterative process, employers can continue to refine and strengthen their practices over time.

Better People Management Programme – empowering SMEs to be more neuroinclusive

For SMEs in the North East, building inclusive people practices – especially around neurodiversity – can be challenging without dedicated in-house HR capacity. The Better People Management (BPM) Programme was created precisely to close that gap.  

Funded via the UK Shared Prosperity Fund and delivered by Northumberland Business Services Limited (NBSL), the programme gives eligible businesses in Newcastle, North Tyneside and Northumberland access to up to 12 hours of fully funded HR support through one-to-one consultancy and practical workshops. 

This combination helps leaders diagnose issues in their current people practices and create a clear, actionable plan to improve them. 

Neurodiversity at work is a core strand of the BPM Programme offer. Managers receive guidance on adapting day-to-day practices – such as introducing flexible working patterns, creating sensory-aware workspaces, using visual supports, and tailoring communication methods – so neurodivergent colleagues can work at their best.  

We’re proud to partner in delivering BPM support, guiding SME leaders through diagnostics, bespoke workshops and hands-on improvements spanning recruitment, performance, employee relations and compliance. 

The result is a pragmatic, step-by-step route to a more confident, capable management team and a workplace where neurodivergent employees feel understood, valued and set up to thrive. If you’re an SME in the programme area, this fully funded route is an ideal starting point for embedding neuroinclusion into everyday management. 

How Sapphire HR can support neurodiversity at work

At Sapphire HR, we specialise in people-centred solutions that enable every employee to thrive. We understand that creating a neuroinclusive workplace requires careful attention to policies, training, working practices, and culture.

That’s why our support spans every stage of the employee experience, helping businesses embed neurodiversity into their people strategy in a meaningful way.

One of the first steps is making sure that policies and processes are fit for purpose. We work with organisations to review and redesign recruitment and people management frameworks, removing bias and making them more accessible to all candidates and employees. This not only ensures fairness but also allows businesses to unlock the full potential of diverse talent pools. 

Alongside policies, managers need the right training and guidance to confidently support their teams. We provide tailored workshops and coaching for line managers, giving them practical tools to communicate clearly, set expectations, provide constructive feedback, and adapt their leadership style to different working needs. 

By equipping managers with these skills, organisations can foster stronger relationships and create teams where every individual feels valued. 

Partnering with Sapphire HR 

We believe that neurodiversity at work is an asset, not a challenge. When organisations embrace it, they unlock new levels of productivity, innovation, and employee wellbeing. By partnering with us, you gain access to expertise, empathy, and tailored solutions that will transform your approach to inclusion. Get in touch today to start your journey towards a more inclusive future.