A new VinciWorks survey among 227 compliance and HR professionals sheds light on a concerning reality: a significant gap exists between stated intentions and actual practices regarding neurodiversity in the workplace. The survey highlights:
- Uncertainty around support: a worrying 40% of respondents are unsure if their organisations are truly neurodiversity-friendly
- Lack of active support: nearly a quarter (23%) believe their workplaces lack active support for neurodivergent employees
The survey also identifies the main challenges hindering progress towards neurodiversity inclusion. A substantial 48% of respondents identified a lack of awareness as the biggest hurdle. Over a quarter (26%) point to limited resources as a significant barrier.
Nick Henderson-Mayo, Director of Learning and Content at VinciWorks, said: “It’s shocking that 40% of companies are unsure if they support neurodivergent employees. This isn’t just a compliance issue, it’s talent blindness. Organisations are missing out on a massive pool of creative potential and brilliant minds because their procedures are not neurodiversity friendly.”
Neurodiversity: a growing focus with legal and business implications
Neurodiversity is gaining traction as a key aspect of workplace inclusion. It refers to the natural variations in human brain function that influence how we interact with the world and process information. As many as one in seven people in the UK are neurodivergent, meaning that organisations that fail to meet the needs of their neurodivergent staff and clients are neglecting a significant demographic.
The Equality Act 2010 (UK) protects neurodiversity, but the benefits extend far beyond legal requirements. Studies show that neurodiverse individuals bring unique talents and perspectives that fuel problem-solving, innovation and creativity. This can be a significant advantage for businesses.
However, the lack of inclusivity is a growing risk. Over a hundred cases of neurodiversity discrimination reached employment tribunals last year, a sharp rise from the previous year. Organisations that fail to support their neurodivergent staff risk losing talented employees and facing legal action. But creating a neurodiversity-friendly workplace doesn’t have to be complicated or expensive.
Building a more inclusive future
Several resources are available to help organisations create a more neuroinclusive workplace. VinciWorks has published ‘Neurodiversity at Work’, a free and straightforward guide to support business leaders and HR professionals in creating a supportive environment and implementing reasonable adjustments.
“Failing to be neurodiversity-friendly is a bad business decision,” said Henderson-Mayo. “Supporting neurodivergent employees doesn’t require expensive overhauls. It’s about fostering a culture of empathy and understanding. Simple accommodations like flexible work arrangements, noise-cancelling headphones and clear communication protocols can make all the difference for neurodivergent individuals.
“It’s about respecting individual needs, and in turn, we’ll see a more engaged workforce, a wider range of ideas and a company culture that celebrates difference, not punishes it.”
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