By Kathryn Rodgers, face2faceHR.
Neurodiversity at work isn’t a challenge to be managed, but an opportunity to be embraced. Kathryn Rodgers from face2faceHR shares practical steps for building truly inclusive organisations.
In recent years, conversations about diversity and inclusion in the workplace have broadened beyond gender, race, and age. Increasingly, businesses are recognising the importance of neurodiversity – the natural variation in how people think, learn, and process information. This includes conditions such as autism, ADHD, dyslexia, dyspraxia, and others.
At face2faceHR, I’m seeing more and more clients raising questions around this area – and rightly so. Neurodiversity isn’t just an HR “buzzword”; it’s about people, potential, and performance.
What is neurodiversity?
Put simply, neurodiversity acknowledges that no two brains are the same. Just as we value diversity in culture and background, we should also value diversity in thought. Some employees may be exceptional at spotting patterns, thinking creatively, or paying attention to detail, while others may excel in problem-solving or innovation.
When workplaces fail to recognise or accommodate neurodiverse employees, they risk overlooking these strengths. Worse still, employees may feel misunderstood, excluded, or unsupported.
Why it matters for employers
A neuroinclusive approach isn’t just the “right thing to do” – it makes good business sense. Research shows that diverse teams perform better, make faster decisions, and are more innovative. Employers who embrace neurodiversity benefit from:
Access to untapped talent: Many neurodiverse individuals are underemployed despite having huge potential.
Improved retention: Creating a supportive environment reduces turnover and builds loyalty.
Enhanced reputation: Clients and candidates increasingly expect organisations to demonstrate meaningful inclusion.
With skills shortages across many sectors, businesses simply cannot afford to miss out on this pool of talent.
Practical steps to support neurodiversity at work
The good news is, many adjustments are simple, low-cost, and benefit all staff – not just neurodiverse colleagues. Here are some key considerations:
Awareness and training
Managers and colleagues need to understand what neurodiversity is (and isn’t). Training sessions or awareness campaigns can help challenge misconceptions and reduce stigma.
Recruitment practices
Standard interview processes can disadvantage neurodiverse candidates. Consider offering alternative assessments, providing interview questions in advance, or allowing candidates to demonstrate skills in practical ways.
Workplace adjustments
Small changes, like offering noise-cancelling headphones, flexible working arrangements, or clear written instructions, can make a huge difference.
Clear communication
Neurodiverse colleagues may prefer structured communication – for example, breaking down tasks into steps or following up meetings with written notes.
Inclusive culture
True inclusion goes beyond policies. It’s about creating an environment where employees feel comfortable sharing their needs without fear of judgement.
Where to start
If you’re an employer feeling unsure about how to approach neurodiversity, start small. Speak to your teams. Review your policies. Identify areas where simple changes could improve accessibility. And remember – it’s okay to seek advice.
At face2faceHR, we work with clients every day who want to do better but don’t always know where to begin. My message is simple: you don’t need to have all the answers to get started. What matters is a willingness to listen, learn, and adapt.
The bigger picture
Ultimately, embracing neurodiversity is about more than compliance or tick-box exercises. It’s about recognising the value of different perspectives and building workplaces where everyone can thrive.
As businesses across the North East continue to innovate and grow, those who prioritise neuroinclusive practices will not only support their people but also strengthen their competitive edge.
After all, diversity of thought drives creativity, and creativity drives progress.
Kathryn Rodgers, face2faceHR Newcastle
www.face2faceHR.com | 07946 330 025