Neuroinclusion at work report 2024
A report from employer and employee surveys examining the importance of neuroinclusive workplaces, looking at what employers are doing as well as the working experiences of neurodivergent and neurotypical employees
A report from employer and employee surveys examining the importance of neuroinclusive workplaces, looking at what employers are doing as well as the working experiences of neurodivergent and neurotypical employees
Working with Uptimize, we have produced this report which makes the case that neuroinclusion should be part of your EDI strategy and that it is vital to the future of work.
There is a strong business case for neuroinclusive workplaces, relating to talent and underuse of skills, but also pursuing equality of outcomes for all is simply the right thing to do. Facing skills shortages, organisations need to think more inclusively about how they recruit and retain talented people. In addition, the business case for EDI has highlighted the importance of ‘diversity of thought’. When we’re talking about neurodiversity, we’re talking about the fact that people literally think differently. And to realise the benefits of diversity of thought, a neuroinclusive workplace is essential as well as action to ensure equality of opportunity and outcomes for all types of thinkers.
This report discusses the findings from an employer and an employee survey to examine the importance of having a neuroinclusive workplace. We look at what employers are currently doing in this area as well as offer insight from employees themselves about their working experiences.
We consider the extent to which employers are considering neuroinclusion and the impact of their work on organisation outcomes. In the employee survey, as well as examining the working experiences of respondents overall, we consider the experiences of neurodivergent and of neurotypical people separately, in order to explore and understand the often hidden neurodivergent experience at work.
The findings provide a clear rationale for neuroinclusion to be a key part of an organisation’s equality, diversity and inclusion efforts as well as its wellbeing approach. At the end of this report, we also provide seven key principles for creating a neuroinclusive organisation, and you can find more information on how to be neuroinclusive in our guide.
It’s estimated that 1 in 5 people are neurodivergent in some way, amounting to a significant proportion of any workforce. While awareness of neurodiversity may have improved in recent years, how neuroinclusive is your organisation?
Learn about the benefits of having a neuroinclusive and fair organisation and how to support neurodivergent people to be comfortable and successful at work
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