Neuroinclusion doesn’t have to be complicated or expensive. Once you understand the needs of neurodivergent workers, you will often find that meeting them is free or easily affordable and will help other teammates as well. The end result will ideally be a smoother-running shift with fewer mistakes, less stress and a happier team.
We’ve put together some suggestions for ways to address each of the key areas of difficulty we identified in our survey…
65% of our survey respondents expressed worries about stigma, mirroring the Birkbeck research. Many neurodivergent people will hide, or mask, their traits to avoid negative judgment.
When managers dismiss private assessments, treat adjustments as temporary, or question their fairness, it damages trust and risks losing skilled, motivated staff.
Removing stigma isn’t just about fairness – it’s about creating an environment where people want to give their best.
Quick wins for managers:
Shift benefits:
Key takeaway:
Build trust, keep talent. Inclusion isn’t about lowering standards. It’s about removing unnecessary barriers so everyone can meet them.
53% of participants in our survey reported sensory issues as a major workplace challenge.
The most common were hypersensitivity to noise (77%) and visual distractions (62%), with temperature and light sensitivity especially affecting women.
Sensory overload can lead to shutdowns, emotional dysregulation and mistakes.
Simple changes to the environment can make a big difference. Supporting sensory needs isn’t just a kindness – it’s a productivity tool.
Quick wins for managers:
Shift benefits:
Key takeaway:
Be aware of how the physical working environment can affect individuals. Give them the autonomy to make their own adjustments for their comfort, and freedom to ask for changes they can’t make themselves.
Why it matters:
52% of our survey participants reported unnecessary stress caused by things like rigid start times, sudden shift changes and last-minute scheduling.
Timekeeping can be a challenge for some neurodivergent people and many can be triggered by unexpected changes to plans. This doesn’t mean they’re not committed or productive. In fact, many put in more effort than they get credit for.
When managers focus on results and quality of work over clock times, workers can perform at their best and avoidable turnover of staff is reduced.
Quick wins for managers:
Shift benefits:
Key takeaway:
Focus on output, rather than timekeeping or ability to handle pressure. Flexibility isn’t ‘special treatment’. It’s a tool that keeps talent in your team and helps everyone perform better.
Why it matters:
38% of our survey respondents reported having experienced communication challenges at work.
Staff who are neurodivergent may have different communication styles and different ways of learning or retaining information from neurotypical colleagues. Neurodivergent people process information differently, especially in noisy or fast-paced environments. Misunderstandings often happen, not because people aren’t paying attention but because instructions or feedback aren’t clear enough.
Some of our focus group participants reported that they had avoided asking questions for clarification because of previous negative experiences.
The average reading age of UK adults is between 9 and 11 years old, so written communications can present challenges for a wide range of employees.
When we make communication simple, direct, and respectful, everyone performs better, and the team dynamic improves. Clear communication keeps the shift flowing, reduces mistakes, and strengthens trust between managers and staff.
1.Written communication
Quick wins for managers:
Shift benefits:
2. Spoken communication
Quick wins for managers:
Shift benefits:
Key takeaway:
Say it so it lands. Clear communication isn’t an ‘extra’. It’s the foundation of productivity, team morale and a smoother shift. Whether it’s written or spoken, make communication short, specific and supportive and focus on overcoming barriers.
Putting up our neuroinclusion poster is a great simple way to encourage neuroinclusive attitudes and behaviour across your workforce.
Encouraging staff to use our workplace neurodiversity passport, if they feel it’s relevant to them, could also help to avoid misunderstandings and resolve any issues as quickly as possible. All they need to do is save the Word document and fill in the form, ticking the boxes that apply to them. They can share a digital copy or printout with key people and keep one handy, ready to show when situations they find challenging occur.
