Creating Neurodivergent & Autism Friendly Workplaces

Creating Inclusive Workplaces Where Everyone Can Thrive

Swindon and Gloucestershire Mind is committed to supporting employers to better understand neurodiversity and create workplaces where neurodivergent people feel valued, supported and able to succeed.

Neurodiversity recognises that people think, learn and experience the world in different ways. Neurodivergent individuals, including autistic people and those with ADHD, dyslexia, dyspraxia, Tourette syndrome and other neurodivergent conditions, can bring unique strengths, skills and perspectives to the workplace.

Creating a neuroinclusive workplace is not simply about meeting legal responsibilities. It is about fostering an environment where people feel understood, respected and able to perform at their best.

Watch Our Neurodiversity in the Workplace Video

This video explores the importance of creating neurodivergent and autism-friendly workplaces and highlights practical steps employers can take to support and retain talented employees.

For further guidance and resources, please continue reading below.

Our Partners

Why Neuroinclusive Workplaces Matter

Research consistently shows that diverse workplaces benefit from a wider range of perspectives, improved creativity, stronger problem-solving and greater innovation.

Inclusive workplaces can also:

Improve employee wellbeing and job satisfaction.
Increase staff retention.
Strengthen organisational culture.
Enhance recruitment opportunities.
Demonstrate a commitment to equality, diversity and inclusion.
Improve organisational reputation.

When employers create environments that recognise and support different ways of thinking, everyone benefits.

Understanding Reasonable Adjustments

Under the Equality Act 2010, employers have a duty to make reasonable adjustments where a disabled employee may otherwise be disadvantaged.

Many neurodivergent people are protected under equality legislation, and reasonable adjustments can play an important role in helping employees work effectively and comfortably.

The most effective adjustments are developed through open and supportive conversations. Every person’s experience is different, and adjustments should always be tailored to the individual’s needs.

Reasonable adjustments are often simple, low-cost changes that can have a significant positive impact.

Examples of Reasonable Adjustments

Communication

Providing clear and precise instructions.
Following verbal discussions with written summaries.
Breaking information into manageable steps.
Using checklists, flowcharts or visual guides.
Allowing extra processing time when required.

Meetings

Sending agendas in advance.
Sharing questions before meetings where possible.
Providing written notes or action points afterwards.
Allowing alternative ways to contribute, including written responses.

Working Environment

Providing access to quieter workspaces.
Allowing the use of noise-cancelling headphones.
Reducing sensory distractions where possible.
Providing consistent workstations rather than hot-desking where appropriate.
Offering access to low-sensory or quiet areas.

Organisation and Workload

Supporting prioritisation of tasks.
Providing clear deadlines and expectations.
Offering regular check-ins with managers.
Allowing flexibility around working patterns where appropriate.
Using assistive technology and organisational tools.

Workplace Support

Providing mentoring or buddy systems.
Offering neurodiversity awareness training.
Encouraging open and supportive conversations.
Reviewing adjustments regularly to ensure they remain effective.

There is no one-size-fits-all approach. What works well for one person may not work for another.

Disability Confident Employers

The Disability Confident scheme is a UK Government initiative that helps employers recruit, retain and develop disabled people and those with long-term health conditions.

Employers who participate in the scheme demonstrate their commitment to inclusion and creating opportunities for everyone to succeed.

Benefits of becoming a Disability Confident employer include:

Access to a wider talent pool.
Improved staff retention.
Enhanced workplace culture.
Greater confidence in supporting disabled and neurodivergent employees.
Demonstrating a commitment to equality and inclusion.

We encourage employers to explore the Disability Confident scheme as part of their neuroinclusion journey.

Additional Support Available

Access to Work

Access to Work is a government-funded scheme that may provide practical and financial support for eligible disabled and neurodivergent people in employment.

Support can include: