Neurodiversity – support in mind
Supporting neurodivergent employees is not just the right thing to do – it's good for your business.
Supporting neurodiversity at work
Everyone benefits when organisations create inclusive workplaces that embrace different ways of thinking and working.
Reasonable adjustments
Our advice helps employers to build inclusive organisations, raise neurodiversity awareness and support employees with reasonable adjustments.
Read our advice on reasonable adjustments for neurodiversity
What is neurodiversity?
Neurodiversity is the natural difference in how people’s brains behave and process information. 1 in 7 people in the UK are neurodivergent, meaning their brain processes information differently from what is considered 'neurotypical'.
Technical terms
- Neurodivergent or neurodivergence – when someone’s brain works differently from what is considered more typical
- Neurotypical – someone whose brain works in a way considered usual or expected by society
- Neuroinclusion or neuroinclusive – actively including neurodivergent people at work
Types of neurodiversity
Different types of neurodiversity include:
- ADHD
- autism
- dyscalculia
- dyspraxia
- dyslexia
- Tourette's Syndrome
How people experience neurodivergence
It’s common for a person to have more than one form of neurodivergence, often referred to as ‘co-occurring conditions'.
Each person’s experience of neurodivergence is different. The strengths and challenges associated with a condition vary from individual to individual. With the right support, everyone can thrive in their own way.
Neurodiversity at work – why it matters
When people feel understood and supported, they do their best work. A diverse team means different ways of thinking, solving problems and driving success.
Not making reasonable adjustments can create big barriers for employees.
Advantages of being neuroinclusive
Why embracing neurodiversity is good for business:
- creates a more inclusive and supportive workplace
- brings fresh ideas and creative problem solving
- helps teams work in new and innovative ways
- boosts productivity by playing to people's strengths
- helps attract and keep great talent
Risks of not being neuroinclusive
The risks of not supporting neurodiversity at work:
- a less inclusive workplace that struggles to attract talent
- could breach the Equality Act 2010 leading to legal action
- risk of discrimination claims and reputational damage
- higher staff turnover and absenteeism
- missed opportunities to support and develop employees
Quote from Sir Stephen Timms, Minister of State for Social Security and Disability
Blogs and podcasts
Blog – why UK businesses must prioritise neuroinclusion
Lutfur Ali, Senior Policy and Practice Adviser at CIPD talks about creating neuroinclusive workplaces.
Blog – Acas campaign launched and expert panel formed
Professor Amanda Kirby announces expert academic panel to improve understanding of neurodivergent employees.
Acas podcast – understanding neurodiversity in the workplace
In this podcast episode, we talk about what it means to be neuroinclusive and what the latest research tells us.
Quote from Julie Dennis, Acas Head of Inclusive Workplaces
What you can do to be more neuroinclusive
How you can be more inclusive of neurodiversity, including updating policies, consulting with employees and providing training.
Update your policies and reviews
Find and use our:
Consult with neurodivergent employees
Talk with your staff networks and create workplace champions for neuodiversity.
Provide training and learning
Find out about Acas's:
- reasonable adjustments training
- free e-learning – including reasonable adjustments, equality, diversity and inclusion
- free webinars – including making changes to better support neurodiversity
- quiz on reasonable adjustments
Get support with employee health and disability
The Department for Work and Pensions (DWP) have produced guidance for employers and managers.
Read the research
We have carried out research looking at neurodiversity at work from a UK perspective. The research focuses on good policy and practice.