An opportunity for employers to lead in inclusive workplaces

Creating mentorship opportunities and support networks helps maintain momentum whilst fostering a culture of understanding and acceptance. This comprehensive measurement approach enables businesses to validate their investment while identifying opportunities for ongoing improvement and development. Our subject matter experts regularly review and update content to reflect current best practices, enabling companies to build genuinely inclusive cultures that promote high performance. This evaluation examines how current hiring processes may impact neurodivergent candidates. This inclusive approach promotes innovation through diverse problem-solving methods, enhanced pattern recognition capabilities, and unique analytical skills.
The business case for EDI has highlighted the importance of 'diversity of thought' – get people with different perspectives, backgrounds and experiences in a room, and your team will be more innovative and creative. However, to realise these benefits, your organisation needs to be neuroinclusive, with a dedication to equality of outcomes for all types of thinkers. The term is also being used to represent an area of organisational equality, diversity and inclusion (EDI) that seeks to embrace and value all types of information processing, learning and communication styles. Our neuroinclusion solutions help organisations embrace neurodiversity to boost well-being and supercharge their teams’ collaboration and creativity. Employees with conditions such as dyslexia, ADHD and ASD may require additional support and workplace adjustments so that they can work and perform at their very best. It also helps to ensure they have the technologies and resources necessary to cater for their conditions.

Dyspraxic strengths include creativity, empathy, attention to detail, persistence, and determination (Dyspraxia Foundation, n.d.). Adults with dyspraxia can excel in roles that require highly developed interpersonal skills, such as childcare, counseling, teaching, and customer service. Like dyslexia, it involves differences in processing information primarily in terms of spatial awareness but can also include sensory processing, organizational, and attentional differences (Aherne, 2023). However, a neuroinclusive description of the ADHD neurotype refers to differences in executive functioning, including working memory, cognitive processing, self-regulation, sensory processing, attention, and inhibitory control (Aherne, 2023).
Make sure managers understand what to do when they're handing over a worker to a new manager. A lot of these steps involve sharing information and talking about neurodiversity. Managers should not share anything they've agreed with a worker to keep confidential.

Startups that struggle to retain talent because they are not inclusive may signal organisational instability to external stakeholders, lowering confidence and slowing fundraising or partner commitments. Individuals with ADHD, autism, or AuDHD may benefit from support across life stages, including education, career transitions, parenting, or periods of high demand. Ensures treatment team of both Psychologists and Psychiatrists are neurodiversity-affirming to foster confidence and growth. “I was delighted to get an assessment done here within 24 hours, having spent several months seeing NHS doctors and then referrals to local private clinics, only to meet a dead end each time.
As a result, individuals may mask their true selves to help navigate overstimulating, stress-inducing environments that prevent them from reaching their full potential. To mark Neurodiversity Celebration Week (17th – 23rd March 2025), a global initiative that challenges misconceptions about neurological differences, this HR guide examines key considerations for driving neuroinclusion in the workplace. We at Test Partnership have extensive experience, knowledge, and technical expertise regarding neurodivergence and psychometric testing in the workplace. We ensure that our clients' neurodiversity goals are made a top priority, and share any and all information available to us with our clients. Moreover, as a matter of principle, we strive to remove unnecessary barriers to success for all people, giving everyone a fair chance to thrive.
The NDIS Needs Report is designed specifically for NDIS Access Requests, providing the detailed functional evidence the NDIS requires. It explains how disability affects or shapes your daily life, outlines the supports you need, and includes completion of the psychologist section of the NDIS Access Request Form. This structured format increases your chances of a successful application while still being grounded in an affirming process. Consider moving from the abstract to specifics, and do not assume that everyone will connect the dots the same way. As one of the specialists we spoke with suggested, “During interviews, do not ask questions such as, ‘How many tennis balls fit into a swimming pool.’”14 Instead, focus on the skills needed on the job to keep the conversation closer to reality.

Common employee selection methods may significantly disadvantage neurodivergent candidates. For example, reading-based assessments that require rapid verbal processing speed may disadvantage candidates with dyslexia. Selection methods involving a social component—such as interviews or assessment centres—may disadvantage autism-spectrum candidates. Employers should also consider that hiring algorithms may be biased against neurodivergent individuals if they have been trained on data from neurotypical candidates (Mahto et al., 2022).
Companies have the opportunity to reduce turnover and improve employee satisfaction by making an environment inclusive for neurodivergent employees who feel valued. Aside from the training courses, the Neurodiverse Safe Work Initiative offers the business world a free-of-cost mini-gap analysis that will most definitely enable organisations to review their current practices in relation to neurodiversity inclusion. This is an effective and time-efficient way to capture any gaps in policy or practice by employers and to start the process of amending them. The Neurodiversity Workplace Profiler contains four assessment modules that screen for neurodivergent, wellbeing strengths and challenges and workplace adjustment needs. It produces an individualised report that provides guidance, practical workplace tools (including the “Work with Me Passport”) and resources in the context of neurodivergent traits.

Organisations like EY, Microsoft, GCHQ, Goldman Sachs, and JP Morgan Chase have already recognised these benefits. For instance, neurodivergent employees Neurodiversity Workplace Assessment in JP Morgan Chase's Autism at Work program were found to be 90% to 140% more productive than their neurotypical peers. We gather direct feedback from employees to understand their lived experiences and identify specific areas for improvement.
But employers must also understand the barriers their employees with ASC face and tailor their working practices. Recommendations for reasonable adjustments may include the use of assistive technology software such as mind mapping software. And this may come from someone with specialist experience supporting people with autism. At NeuroDiverse Online, we offer comprehensive workplace needs assessments tailored to individual employees and employers. With a focus on inclusion and evidence-based practices, we aim to create actionable strategies that work. We offer flexible assessments delivered by experienced assessors who specialise in autism, ADHD, dyslexia, and other neurodiverse conditions.