A new survey from VinciWorks reveals that 40% of companies are uncertain about their ability to support neurodivergent employees, raising concerns over the effectiveness of workplace inclusion strategies. The survey, conducted among 227 compliance and HR professionals, highlights a significant gap between intention and action when it comes to accommodating neurodiverse individuals.
The findings indicate that nearly a quarter of respondents (23%) believe their workplaces lack active support for neurodivergent staff, while 48% identify a lack of awareness as the primary barrier to progress. Limited resources were cited as another significant challenge, with 26% of participants pointing to this as a major obstacle to creating a more inclusive environment.
Lack of Awareness and Resources Hindering Inclusion
Nick Henderson-Mayo, Director of Learning and Content at VinciWorks, expressed concern over the survey results: “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 refers to the natural variation in human brain function, which affects how individuals perceive and interact with the world. According to estimates, 1 in 7 people in the UK are neurodivergent, meaning a substantial portion of the workforce could be underserved by current inclusion efforts. The survey highlights the pressing need for businesses to recognise and support the unique contributions of neurodivergent employees, not only to meet legal requirements but also to tap into their creativity and problem-solving skills.
Legal and Business Risks for Firms
While the Equality Act 2010 protects neurodivergent individuals from discrimination, the survey suggests that many companies may be failing to meet these legal obligations. Henderson-Mayo warned that the lack of inclusivity is not only a legal risk but also a missed business opportunity: “Failing to be neurodiversity-friendly is a bad business decision. Supporting neurodivergent employees doesn’t require expensive overhauls. Simple accommodations like flexible work arrangements, noise-cancelling headphones, and clear communication protocols can make all the difference.”
Recent data highlights the potential legal consequences of inaction. Last year saw a sharp rise in the number of neurodiversity-related discrimination cases brought before employment tribunals, underlining the growing focus on this issue in both legal and business contexts. Henderson-Mayo cautioned that organisations that fail to implement inclusive practices risk losing talented employees and damaging their reputation.
Steps Towards a More Neuroinclusive Workplace
Creating a neurodiversity-friendly workplace doesn’t have to be a complex or costly endeavour. VinciWorks has released a free guide titled Neurodiversity at Work, aimed at helping business leaders and HR professionals create more inclusive environments. The guide offers practical advice on implementing reasonable adjustments, such as flexible hours or quiet spaces, that can significantly improve the working conditions for neurodivergent individuals.
Henderson-Mayo emphasised that fostering a culture of empathy and understanding is key to achieving meaningful inclusion: “It’s about respecting individual needs. In turn, we’ll see a more engaged workforce, a wider range of ideas, and a company culture that celebrates difference rather than punishes it.”
As businesses face increasing pressure to promote diversity and inclusion, the survey serves as a wake-up call for companies to address the gaps in their support for neurodivergent staff and ensure that they are not overlooking the unique talents within their workforce.