One third of neurodivergent employees experience discrimination in the workplace

Almost a third of neurodivergent employees (29%) have experienced discrimination in the workplace, according to new research by Autistica.

The research is published in the first ever Neurodiversity Employers Index (NDEI) Market Insights Report which surveyed 118 companies across the UK, representing 10 different employment sectors, and 6,512 employees, 2,241 of whom are neurodiverse.

Only one in three organisations have clear neuroinclusion goals and strategies in place

One in seven people in the UK are neurodivergent. This includes people with people with conditions such as learning disabilities, autism, ADHD, OCD, dyslexia and dyscalculia. However, the NDEI report found that only 30% of organisations have clear neuroinclusion goals and strategies in place.

Improving inclusion for neurodivergent people in the workplace brings numerous benefits, both for employees and employers. This includes new and diverse perspectives, enhanced productivity, improved employee morale and retention, a wider talent pool, and a positive company reputation.

Despite these benefits, previous research shows that neurodivergent people face barriers that are often invisible to others. This can lead to neurodivergent people missing out on roles that they are suitable for, remaining underemployed for their skill sets or expertise, and struggling in roles where a few reasonable adjustments could help them succeed.

Some neurodivergent people will require adjustments to enable them to thrive in the workplace. This is a legal requirement under the Equality Act, but the report found that neurodivergent employees are less likely to feel comfortable requesting accommodations or adjustments than their neurotypical colleagues.

The employees who responded to the survey also conveyed a strong desire to take part in neurodiversity specific training, so that they can better support their colleagues. This indicates that there is currently an unmet need in many organisations for many employees who desire to improve their knowledge and understanding of neurodiversity.

Creating work environments that are inclusive and supportive

As a result of the research, Autistica have made a series of recommendations to build a more neuroinclusive workplace. These recommendations can be implemented by organisations irrespective of whether they participated in the very first NDEI or if they are considering doing so in future. These recommendations include:

• Focusing on improving access to appropriate employment readiness and training schemes.
• Offering staff from across the organisation the opportunity to participate in neurodiversity training, which can help each respective employee understand neurodivergence, build acceptance and support neurodiverse teams.
• Work with expert neurodiversity consultants who can facilitate training to ensure that organisations understand, support, and make the most of the unique strengths of their neurodivergent employees.
• Proactively seeking out opportunities to further expand the organisation’s understanding of neuroinclusive practices.

Chief executive of Autistica, Dr James Cusack, says the research indicates that while many positive strides have been taken by workplaces in recent years, there is still some way to go.

“Over three quarters of companies who participated indicated that their senior leaders are internally promoting a neuroinclusive culture. We are confident that more organisations will provide their staff with the tools and training to better understand neuroinclusion. This in turn will create a more supportive work environment where organisations will get the best out of all their employees.

“We have already had significant interest in organisations looking to take part in the 2025 NDEI. We look forward to seeing what changes and improvements are reflected in the 2025 NDEI Market Insights Report,” he said.

Lauren Nicolle

Lauren is a qualified journalist who writes primarily across the health and social care sectors. She is passionate about exposing the injustices faced by people with a learning disability, with a particular focus on equal access to healthcare.

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