When it emerged that Gregg Wallace was expected to blame his autism for his alleged inappropriate behaviour, it struck a chord with me. It perpetuates the idea that neurodivergence is a problem or an excuse for bad behaviour. Similarly, when I read that Gregg ‘suffers from autism’, I felt deeply offended, as did many from the neurodivergent community. As someone who is autistic and has ADHD, I disagree. It’s actually these harmful stereotypes that cause people like me to struggle to find a sense of belonging at school or feel valued and heard at work.
Growing up, I was expelled and fired a few times, but I never blamed my neurodivergence. A good old boss of mine once said “Jack, just because you’re autistic doesn’t mean you can’t be ‘difficult’” which stuck with me. The sad reality is that the world we live in isn’t made for neurodivergent people. Of course, progress is being made. In 2019, I founded a business that mentors neurodivergent talent and helps them find meaningful jobs. During this time, I’ve seen many employers, like Universal Music and BAE Systems, show enormous commitment to driving diversity and inclusion through their talent engagement programs.
Just last month, the Financial Times reported that UK employers are waking up to the “competitive advantage” of hiring people with ADHD and autism. Data revealed a six-fold increase in job adverts mentioning terms related to neurodiversity since 2019.
As someone who is always banging the drum on the benefits of hiring neurodivergent, this news is music to my ears. Companies are now trying to attract our misunderstood yet brilliant community. And what’s reassuring is that many of these organisations are also encouraging people to disclose their neurodivergence so they can adjust their interview practices.
It doesn’t stop there though. Employers are also adjusting other practices so that neurodivergent workers feel included from the moment they step foot in the door.
Here are a few key adjustments these progressive companies are implementing, all of which I urge other employers to adopt too:
Move beyond stereotypes in roles
Avoid boxing and labelling neurodivergent employees into narrow roles or assumptions. Not every autistic person is a coder, and not every ADHD individual struggles with deadlines. They all bring a wide range of strengths – like hyperfocus, creativity, and problem-solving – which can benefit many roles when the right support is in place. Employers should focus on understanding each individual’s unique strengths and adapting roles accordingly.
Offer flexible working conditions
Flexibility in the workplace helps neurodivergent employees bring the best out in themselves. For example, flexible hours allow people to focus during the times they feel most productive which can reduce stress and make work feel more manageable. Flexibility is also about recognising individual needs and creating an environment where everyone feels supported.
Make communication clear and simple
Giving clear communication is one of the best ways to support employees. Written instructions can help avoid misunderstandings and make it easier to stay on track with tasks. A detailed checklist or a brief summary goes a long way. Encouraging employees to ask questions or request additional guidance also creates an open and supportive atmosphere.
Adapt the physical workspace
Workplaces designed with both neurodivergent and neurotypical people in mind make a big difference, usually at no extra cost to the business. Quiet spaces, for example, give people a place to step away from noise and recharge. Handing out noise-canceling headphones or adjusting desk layouts to suit individual preferences can help neurodivergent employees work comfortably and have proved to be helpful to all employees.
Encourage open conversations
Finally, employers should foster a culture where everyone feels comfortable in discussing how to work better together. This includes educating neurotypical workers on how to adjust their working style to support neurodivergent colleagues. Practical training, like that offered by Neuropool, will help create a more inclusive environment where all employees can collaborate effectively.
By taking these steps, we can move toward a world where neurodivergent people are not held back by stereotypes or systemic barriers. Instead, they’ll feel confident in bringing their talents to the forefront and make a valuable impact in the workplace. If employers continue to challenge outdated views and focus on meaningful inclusion, the benefits will go beyond just the workplace – positively impacting individuals, businesses, and society as a whole.
By Jack Dyrhauge, CEO and founder of Neuropool
The post What every employer should know about supporting neurodivergent talent first appeared on HR News.
