Learn about Deloitte’s offerings, people, and culture as a global provider of audit, assurance, consulting, financial advisory, risk advisory, tax, and related services. Additionally, communicating in the virtual or hybrid environments could be a challenge to some. Individuals consume and process information differently, so miscommunication is always a risk.
Different people and patients may have different views about what a neurodiversity-affirming approach means to them. However, based on extensive consultation with the autistic community in developing the guidelines, we are able to offer some suggestions. Neurodiversity-affirming practice is now recommended in national clinical guidelines for assessment and supports for autistic people, but making it happen requires engagement, understanding, and effort. By fostering understanding and breaking down stereotypes, employers create a foundation for genuine inclusion and collaboration. A 2019 study published in Journal of Business and Psychology found that communication barriers significantly impacted collaboration and career advancement for neurodivergent employees.
This can increase churn in roles that are already hard to fill and place extra strain on small teams. Neurodiversity refers to natural variations in how people think, process information, and interact with the world. Neurodivergent diagnoses include autism, ADHD, dyslexia, dyspraxia and dyscalculia, as well as other types of neurodivergence. They are part of the fabric of the workforce, bringing strengths that align with the demands of software development, systems thinking, product design, data science, cybersecurity, and other core tech functions. There is a striking insight emerging from workforce data in technology companies. When asked directly around half of people working in the tech sector identify as neurodivergent, a proportion far higher than most employers estimate and far above the general population average.
Beyond legal compliance, making these adjustments is key to fostering an inclusive, productive, and mentally healthy workplace. By shifting away from one-size-fits-all expectations and embracing individual strengths and working styles, organisations can build truly inclusive cultures. When employers actively support neurodivergent staff, they don’t just improve wellbeing – they unlock new levels of creativity, productivity, and potential across their teams. Today, more and more employers are making space for this diversity through a concept known as Neuroinclusion – creating environments that welcome and support neurodivergent employees. With around 1 in 7 people in the UK estimated to be neurodivergent, it’s not just good practice – it’s essential. A workplace needs assessment is a process that reviews the working patterns of employees who may need extra support to carry out their roles.
There is a growing expectation for employers to be flexible and supportive and to have a culture where people are able to be themselves and do their best work. Our survey data shows the benefits for employees and for organisations of action. This post serves as a guide for HR professionals and neurodivergent individuals alike, breaking down essential concepts around neurodiversity and providing practical strategies for creating a supportive, inclusive workplace. In practice, successful inclusive tech workplaces embrace a strength-based mindset that celebrates diversity of thought.
It's important to know that Autism is a spectrum, so it affects each person differently. Some people might prefer terms like Asperger's or Asperger syndrome to describe themselves and their experiences. It helped me better understand neurodiversity, and I felt engaged throughout the entire workshop.
The bedrock of supportive workplace culture for neurodivergent workers is, as Pamela Furr notes in a Forbes article, to create “an open and safe environment where employees feel comfortable speaking up about their accommodations”. Key to this is ensuring employees are not penalised when asking for accommodations and that these conversations are kept confidential. Instead, focus training on understanding and supporting individual needs rather than trying to identify those needs clinically. This underscores the need to equip managers with the right tools and mindset to effectively support their teams, particularly those who might be neurodiverse, by being observant and responsive to their unique needs. Understanding how neurodivergent employees think, work, and process information allows businesses to create a supportive environment. Providing the right adjustments reduces stress, improves confidence, and enhances overall job satisfaction.
For example, AuDHD is the term used for autistic people with ADHD (Hours et al., 2022; Rong et al., 2021). Many characteristics of divergent neurotypes overlap (Nerenberg, 2020) and are summarized in the section below. Also, creative and problem-solving roles in art, product design, or technical fields play to their strengths.
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This uncertainty has led to unemployment and underemployment rates as high as 90% among neurodivergent candidates. By proactively engaging with a broad employee spectrum of age, gender, experience and ability, diverse workforces become a Occupational Health Services harbinger of success, productivity and efficiency. A divergent employee might be taking their first ever job at your company, or living on their own for the first time.
Organisations should develop clear protocols whilst maintaining flexibility in their approach. Studies demonstrate that companies implementing comprehensive training programs experience significant improvements in employee experiences and overall engagement. No amount of being told to try harder or masking our differences to try and conform to the neurotypical world makes neurodivergent brains work differently. Trying to fit in to a world that is designed to work for the neurotypical population often comes at an enormous cost to the mental and physical health of the minority who are not neurotypical. Not all people with ADHD find it difficult to maintain concentration when there is background noise.