According to a new study, UK businesses are at risk of missing out on neurodivergent professionals’ skills due to hiring discrimination.
Blick Rothenberg, an audit, tax, and advisory firm, based its study on a Zurich Insurance survey in 2024. The survey surveyed 1,000 neurodivergent adult respondents and found that more than half of them had experienced discrimination in the job application process. Gail Cobley is a Partner in the firm and she noted that neurodivergent workers can be a great asset to the workplace.
Cobley stated that “Neurodivergent individuals can bring a diversity of thinking to the workplace and a new way of solving problems.” They can also be adept at removing superfluous data to focus on the important .”
The hiring process is still a barrier. Zurich’s survey revealed that 51 percent of people with neurodiversity feel they cannot disclose their condition to recruiters due to the stigma. Only one out of six people received the interview modifications they requested.
Cobley pointed to simple changes that could be made, such as preparing interview questions ahead of time or not penalising lack of eye-contact.
Creating a Neurodivergent-Friendly Workplace
Cobley emphasized that workplaces must make adjustments to accommodate neurodivergent workers.
Some neurodivergent individuals are sensitive to background noise. Cobley stated that this change is beneficial to everyone in the company, whether they are neurodivergents or not.
Provide quiet spaces, noise cancelling headphones or standing desks to accommodate those with sensory sensitivities. She noted that flexible work arrangements, like allowing employees to take a break to refocus, or working remotely, can increase productivity and wellbeing.
The wider workforce can also benefit from these adjustments. These changes may be helpful to employees with childcare responsibilities or those who need flexible schedules.
Legal Risks to Employers
Businesses that do not accommodate neurodivergent employees and candidates run the risk of losing out on top talent. A recent WorkNest survey revealed that one in ten UK businesses has faced an employment tribunal due to neurodiversity-related conflicts. These disputes are often the result of a lack awareness and failure to make reasonable workplace adjustments as required by the Equality Act 2010
Kate Watson, Senior Employment Lawyer at Harper James, says that better training of HR teams and managers could help to avoid many legal issues.
Watson stated that employers should “consider the types of adjustments they can make to the workplace, but also to processes (tasks), and to individuals,” Watson added. Watson suggested that employers support flexible working, allow the use of headphones and fidget toys, offer regular breaks, and provide written instructions rather than verbal communication.
She encouraged companies to review their policies and work environments in order to promote inclusivity.
She said: “Proactive employers that encourage openness and support their staff’s collaboration will often see significant improvement in efficiency and productivity, leading to better results for everyone and even a competitive advantage.”
