FINANCE SALES & MARKETING HR SOLUTIONS EMPLOYEE ENGAGEMENT

• 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 problemsolving , 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 neurodiversityfriendly 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 .” x

52 www . intelligentcxo . com