Lutfur has dedicated more than 30 years to championing social justice, equality, diversity and inclusion (EDI) and change in the public, private and third sector. He strongly believes in the importance of effective equality, diversity and inclusion leadership in driving sustainable improvements and delivering organisational vision, mission and goals.
Before joining the CIPD, Lutfur led a consultancy practice and held several high-profile roles in the public, private and not-for-profit sectors. These include the Tribal Group PLC, the Department of Health and the London Fire and Emergency Planning Authority.
In today's competitive business world, innovation and performance drive success. Yet, many organisations overlook a key talent pool – neurodivergent individuals. According to the Autistic Society research, based on Office of National Statistics data, only 16% of autistic adults in the UK are in full-time employment.
This highlights systemic barriers preventing neurodivergent individuals – including those with autism, attention deficit hyperactivity disorder (ADHD), dyslexia, and dyspraxia – from fully participating in the workforce.
Prioritising neuroinclusion means giving someone the opportunity to unlock their potential, to help drive innovation, add value to business outcomes and build truly inclusive workplaces.
What is neurodiversity?
Neurodiversity refers to natural variations in human brain function, including different ways of thinking, learning, and processing information. Conditions such as autism, ADHD, dyslexia, and dyspraxia fall under this umbrella.
Neuroinclusion means creating workplaces where neurodivergent employees feel safe, supported, and valued, and understanding that there are diverse cognitive styles.
The gap between awareness and action
Many UK businesses acknowledge the importance of neuroinclusion, but there is a gap between awareness and action.
The CIPD's Neuroinclusion at work report 2024 (PDF, 847KB) found that while 60% of senior managers say neuroinclusion is a focus, only 33% have it in their equality, diversity and inclusion (EDI) strategy. Nearly a third (32%) of organisations do not focus on neuroinclusion at all.
A separate CIPD 2022 report on Inclusion at work, revealed that while 79% of businesses recognise equality, diversity and inclusion's importance, only 48% have a strategy and just 17% measure its impact. Leadership commitment and accountability are crucial for turning awareness into meaningful change.
Overcoming barriers to neuroinclusion
Despite progress, myths and challenges still hinder neuroinclusion:
- a perceived hierarchy of equalities – neuroinclusion is often ranked lower than issues like gender or racial equality
- fear of saying the wrong thing – leaders worry about missteps
- stigma and disclosure concerns – many neurodivergent employees fear discrimination in hiring or promotion
Creating neuroinclusive workplaces
Building neuroinclusive workplaces requires intentional action. Here's how businesses can make a difference:
Education and awareness
- Provide training for managers on neurodiversity and inclusive leadership.
- Establish mentorship and peer support programs to foster understanding.
- Encourage open conversations about neurodiversity to reduce stigma and encourage disclosure.
Inclusive hiring practices
From CIPD's Inclusive recruitment: Guide for employers:
- use strength-based hiring with skill-based assessments rather than traditional interviews
- offer alternative application processes, such as work trials or video applications
- write clear, jargon-free job descriptions to attract neurodivergent talent
Workplace adjustments and support
Simple adjustments can make a huge difference, such as:
- flexible schedules – to accommodate energy levels and focus times
- quiet spaces or noise-cancelling headphones – for sensory-sensitive employees
- clear communication styles – including written instructions and structured feedback
- personalised sensory profiles – allowing employees to specify environmental preferences and other support needs including technological
SAP's Autism at Work program demonstrates the power of personalised approaches. By tailoring workspaces based on sensory needs, SAP creates comfortable, productive environments for neurodivergent employees.
Remember every neurodivergent person's needs are different to another, so it's vital to take a personalised approach.
Next steps for employers
- Assess inclusion practices – review workplace policies, recruitment and selection processes and practices and identify gaps with a plan of action to overcome.
- Educate leadership – train line managers on neuroinclusion best practices.
- Improve hiring processes – adapt recruitment to be more accessible.
- Offer tailored adjustments – support employees with individual needs.
- Foster an inclusive culture – lead by example and build trust.
Legal and ethical responsibilities
Research by Oxford University and UCL highlights that the British public are 5 times more likely to say that Equality, Diversity and Inclusion is a good, rather than a bad, thing – and support for equality, diversity and inclusion extends across Britain.
The public are also more likely than not to think that equality, diversity and inclusion leads to fairer outcomes and that they personally benefit from equality, diversity and inclusion practice. Reviews on platforms like Glassdoor further highlight equality, diversity and inclusion's growing role in employer reputation. For example, London School of Economics' EDI is not bad for business (PDF, 1.1MB) paper provides evidence from employee review data for companies listed in the UK and USA that overall, there is a positive link between equality, diversity and inclusion and business outcomes.
What does the law say? Under the Equality Act 2010, UK employers must provide reasonable adjustments: a legal duty and prevent discrimination.
Moving from awareness to action
The CIPD and Acas collaboration ensures businesses receive the support they need to implement meaningful neuroinclusion strategies. By sharing research and practical guidance, these organisations are helping businesses turn good intentions into meaningful change.
To address these issues, CIPD is delighted to support Acas's work in strengthening neuroinclusive workplaces.
Acas's new advice to raise awareness of neurodiversity at work will provide businesses with practical strategies for neuroinclusion. CIPD has closely collaborated with Acas, sharing research and best practices to drive real change.