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Supporting neurodiversity in the workplace is becoming more important than ever. Neurodiversity means recognising that people experience and interact with the world in many different ways. These differences are natural and valuable. Around 1 in 7 people are neurodivergent, which means they may think, learn or process information differently from others.
Many workplaces are still designed with neurotypical people in mind. This can make it harder for neurodivergent employees to feel comfortable and thrive. Neurodivergent people may have conditions such as autism, ADHD, dyslexia, dyspraxia or Tourette’s syndrome. Each condition brings unique strengths. Some individuals may be highly creative, great at solving problems or spotting patterns. Others may have strong logical thinking, attention to detail or empathy.
Despite these strengths, employment rates remain low. Only 3 in 10 autistic people in the UK are currently in work. This shows that more support is needed. Under the UK Equality Act 2010, neurodivergent differences can be considered disabilities. This means employers must make reasonable adjustments to help these employees succeed.
Gillian Cairns and Marjorie Zambezi, Occupational Health Advisors at Bupa, explain why these adjustments matter. “Workplace adjustments to support neurodivergent employees make them feel valued, supported, and part of the team. If an employer doesn’t give a neurodivergent employee the proper tools to do their role, they may not be able to perform to the best of their ability.”
Support begins with understanding. Employers should take time to learn about each person’s strengths and challenges. Some people may have a formal diagnosis, while others may self-identify. Language preferences also vary. Some individuals prefer identity-first terms like “Autistic person,” while others choose person-first language such as “person with autism”.
Ravi Lukha, Medical Director at Bupa UK Insurance, believes in celebrating these differences. “Being neurodiverse is a true superpower and employers should celebrate the diversity of their workforce and such talents within their employees.”
There are many ways to offer practical support. Assistive technology such as speech-to-text software, dual screens or mind-mapping tools can help. Adjusting tasks and routines is also useful. For example, someone with ADHD may do well in a varied role with flexible hours. A dyslexic employee might benefit from extra time or access to audio materials.
The physical workspace can also affect wellbeing. Bright lights, loud noises and frequent interruptions may be overwhelming. Simple changes like softer lighting, quiet zones or the option to work from home can make a big difference. These adjustments show that a company values diversity and wants everyone to feel comfortable.
Mental health is another key area. Neurodivergent people are more likely to feel stressed or anxious, especially if they do not receive enough support or feel pressure to hide their differences. Regular check-ins, access to support services and understanding managers can help build confidence and reduce stigma.
Creating a culture of awareness is essential. Talking openly about neurodiversity and encouraging understanding across teams helps build empathy. It also gives neurodivergent employees the confidence to share their experiences and ask for support.
As Gillian Cairns and Marjorie Zambezi point out, “Adapting the workplace environment to accommodate neurodivergent employees can also highlight the employer’s commitment to diversity and inclusion, and reduce the stigma around neurodivergence.”
Supporting neurodiversity benefits everyone. It helps retain talented employees, lowers recruitment costs and opens the door to a wider range of skills. Most importantly, it creates a workplace where everyone feels respected and able to thrive. To help you celebrate Neurodiversity in the Workplace, you can find a wealth of information by visiting Bupa’s workplace wellbeing hub. It’s a great resource to help you build more diverse and inclusive workplaces for the future.
