Neurodiversity Celebration Week 2025, running from March 17 to 23, has sparked fresh debate over the treatment of neurodivergent employees in the workplace. Designed to promote inclusion and challenge misconceptions around conditions such as autism, ADHD and dyslexia, it comes as new research reveals that 51% of neurodiverse individuals feel unable to disclose their condition at work due to stigma.
Even more concerning, one in five neurodivergent job seekers report having been laughed at during job interviews, and one in six have had job offers rescinded because of their condition.
With over one in seven people in the UK estimated to be neurodivergent, campaigners say businesses must urgently rethink how they recruit, support and retain neurodiverse talent. Without action, they warn, UK businesses risk missing out on a wealth of untapped skills and innovation.
The Economic Case for Neurodiversity
Far from being a niche issue, the lack of inclusion for neurodivergent individuals carries significant economic implications. A report by financial advisory firm Deloitte found that diverse teams — including those with neurodivergent individuals — are 30% more productive and generate higher levels of creativity and problem-solving. Yet employment rates for neurodivergent individuals remain disproportionately low. As of 2024, only 31% of autistic adults in the UK were in paid employment, compared to 80% of neurotypical individuals.
Meanwhile, the cost of disability and incapacity benefits for those unable to secure work is set to rise to over £100 billion by 2030, according to government estimates. With labour shortages affecting key industries, campaigners argue that businesses and policymakers must act now to integrate neurodiverse individuals into the workforce effectively.
The Reality for Neurodivergent Employees
Despite growing awareness, many neurodivergent professionals still face bias, both during hiring processes and in day-to-day workplace interactions. Yasmine Alani, director of transformation at learning company Mediazoo, said inclusion needed to be a business requirement instead of something that’s “nice to have”.
“Unfortunately, in today’s landscape, employers are still treating neurodiversity as an afterthought and inclusion can’t remain a box-ticking exercise,” she said. “We need to be making real, structural changes that allow neurodivergent employees to thrive.”
Many of the challenges stem from a lack of understanding. Neurodivergent people are often wrongly perceived as less capable or “difficult” to manage. In reality, experts say, many possess strengths such as enhanced pattern recognition, hyperfocus and creative problem-solving abilities that are highly valuable in fields such as technology, finance and research.
Paul Sesay, CEO of workforce diversity firm Inclusive Companies, pointed to the importance of workplace adjustments. “Employers don’t need to be experts in neurodiversity to create an inclusive company, but they do need to be open to ideas and listen to what people need to feel valued and included,” he said.
“Don’t wait to be asked,” added Sesay, “be proactive and invite ideas from neurodivergent colleagues on what would help them thrive at work. You may be surprised how just a few simple adjustments will make the world of difference to them.”
How Businesses Can Build Inclusive Workplaces
Industry leaders and neurodiversity advocates say businesses can take practical steps to support neurodivergent employees by:
- Redesigning hiring processes: Traditional interviews can disadvantage neurodivergent candidates who struggle with open-ended questions or social cues. Instead, employers should consider work trials or task-based assessments to evaluate skills more effectively.
- Providing workplace accommodations: Simple adjustments, such as noise-cancelling headphones, quiet breakout spaces and clear written instructions, can significantly enhance productivity for neurodivergent employees.
- Encouraging mentorship programs: Pairing neurodivergent employees with mentors who understand their experiences can help with career progression and confidence-building.
- Training managers and HR teams: Providing neurodiversity training ensures staff understand the strengths and challenges associated with different conditions, reducing unconscious bias.
- Implementing flexible working policies: Allowing employees to adjust their hours or work remotely can help neurodivergent individuals manage sensory sensitivities and energy levels more effectively.
Case Studies: Companies Leading the Way
Some companies are already making significant strides in neurodiversity inclusion. Microsoft’s Neurodiversity Hiring Program, launched in 2015, has created alternative hiring pathways for autistic professionals, resulting in high retention and productivity rates. Similarly, Ernst & Young’s (EY) Neurodiversity Centers of Excellence focus on leveraging neurodivergent talent in data science and AI programming roles.
In the UK, the BBC has implemented dedicated neurodiversity policies to support employees with ADHD, autism and dyslexia, offering workplace adjustments and peer support networks. Meanwhile, fintech firm Starling Bank has developed neuroinclusive hiring practices, including optional interview modifications and enhanced onboarding processes.
Government Action and Policy Changes
The UK government has acknowledged the importance of supporting neurodivergent people in the workforce but faces criticism for slow progress. In 2023, a parliamentary report recommended that all public sector employers introduce neurodiversity inclusion policies, but uptake has been inconsistent.
Other countries have taken more proactive approaches. In Australia, the government recently announced a $42 million National Autism Strategy, aimed at improving employment outcomes for autistic individuals through targeted funding and research initiatives. Meanwhile, the US Department of Labor has expanded its support programs for neurodivergent job seekers, offering incentives for businesses that adopt inclusive hiring practices.
As Neurodiversity Celebration Week 2025 highlights both the challenges and opportunities of workplace inclusion, experts agree that meaningful change requires commitment from both businesses and policymakers. While awareness has improved, genuine inclusion requires a shift in workplace culture, hiring practices, and management strategies.
“Neurodivergent employees benefit from mentors who actually understand their experiences, who can offer guidance that’s relevant to them, and who create spaces where they don’t feel the need to mask or fit in,” said Alani. “I would encourage all businesses to bring in external mentors if they don’t have the resources internally.”