Acas has recently published new guidance aimed at helping employers and employees better understand neurodiversity in the workplace. This initiative highlights the importance of neuroinclusion, the active effort to ensure neurodivergent employees feel valued, supported, and able to thrive.
We've reviewed the guidance and outlined the key takeaways below, along with useful resources to support employers.
Neurodiversity includes conditions such as autism, ADHD, dyslexia, and dyspraxia, each of which brings unique strengths to the workplace, from creative problem-solving to deep analytical thinking. However, a lack of awareness and support can create unnecessary barriers for neurodivergent employees.
A recent Acas poll of 1,650 line managers found that many organisations struggle to make reasonable adjustments for neurodivergent employees.
The top challenges identified were:
- 72% of managers said employees were not disclosing their need for adjustments.
- 45% reported a lack of organisational knowledge about neurodiversity.
- 39% found it difficult to have conversations about neurodivergence with employees.
These figures highlight the need for better policies, manager training, and open discussions about neurodiversity in the workplace.
Ensuring your workplace is neuroinclusive isn’t just about policy, it’s about people.
Acas' Recommendations For A More Neuroinclusive Workplace and How to Implement Them
Acas has outlined several practical steps employers can take to foster a neuro inclusive culture. Below, we explore each recommendation and how businesses can put them into action.
Review Your Recruitment Process
Many traditional hiring processes unintentionally exclude neurodivergent talent due to inflexible interview formats, vague job descriptions, and a lack of reasonable adjustments.
Ways Employers Can Make Recruitment More Neuroinclusive:
- Use clear and specific job descriptions. Focus on essential skills for the role and avoid requirements like “must have excellent communication skills” unless necessary.
- Offer alternative application methods. Allow candidates to submit work samples instead of interviews or offer written alternatives for verbal assessments.
- Make adjustments during the hiring process - Allow extra time for assessments, share interview questions in advance, or allow candidates to respond in writing if needed.
Train and Support Managers
Managers play a key role in developing an inclusive culture but may lack the knowledge or confidence to support neurodivergent employees effectively.
How Employers Can Support Managers:
- Provide structured training - Offer leadership programmes or apprenticeships that include neurodiversity awareness.
- Encourage regular one-to-one meetings - This provides employees with a safe space to discuss support needs.
- Give managers access to resources - Ensure managers can refer to HR guidance or occupational health specialists when needed.
Raise Awareness of Neurodiversity
Lack of awareness remains one of the biggest barriers to neuroinclusion. A workplace where all employees understand and respect neurodiversity will create a more supportive environment.
Ways to Improve Employee Awareness:
- Introduce neurodiversity awareness training - Include neurodiversity in mandatory equality and inclusion training for all employees.
- Encourage open discussions - Offer “lunch and learn” sessions or internal webinars on neurodiversity.
- Showcase neurodivergent success stories - Share employee experiences or invite guest speakers to highlight the benefits of diverse thinking styles.
Provide Support for All Employees
Not all neurodivergent employees will feel comfortable disclosing their condition. Instead of requiring disclosure, businesses should offer inclusive support structures for all employees.
How to Offer Inclusive Support:
- Create workplace adjustments that benefit everyone - Providing noise-cancelling headphones, structured task lists, and flexible working hours can support both neurodivergent and neurotypical employees.
- Develop clear internal policies - Ensure that employees know how to request reasonable adjustments without pressure to disclose a diagnosis.
- Introduce mentorship or peer support programmes - Connecting employees with trained mentors can help provide informal support.
Implement a Neurodiversity Policy
A formal neurodiversity policy helps standardise inclusive practices across the organisation, ensuring managers and employees know what support is available.
What to Include in a Neurodiversity Policy:
- A clear statement of commitment to neuroinclusion.
- Guidelines on recruitment adjustments to accommodate neurodivergent applicants.
- Examples of reasonable workplace adjustments and how employees can request them.
- Training commitments for managers and staff on neurodiversity awareness.
- A process for reviewing policies and ensuring they remain effective.
UK Resources for Employers
For businesses looking to improve neuroinclusion, the following UK based resources provide guidance, training, and toolkits:
Acas Podcast Thinking Differently About Neurodiversity
British Dyslexia Association - Employer Resources
Neurodiversity Toolkit - Business Disability Forum
Neurodiversity Hub - Employer Resources
Ambitious About Autism - Employment Toolkit for Employers
Why Investing in Neuroinclusive Leadership Matters
Supporting neurodivergent employees isn’t just about compliance, it's about performance, retention, and business success. A well-supported workforce is more engaged, productive, and innovative.
For employers looking to develop strong, inclusive managers, apprenticeships provide a structured, cost-effective way to build leadership skills while ensuring that neurodiversity remains a priority in team management.
Want to train your managers in inclusive leadership and management? Get in touch to find out how apprenticeships can support your team.
