Next steps for employers

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Remember every neurodivergent person's needs are different to another, so it's vital to take a personalised approach.


Assess inclusion practices – review workplace policies, recruitment whatsapp number list and selection processes and practices and identify gaps with a plan of action to overcome.
Educate leadership – train line managers on neuroinclusion best practices.
Improve hiring processes – adapt recruitment to be more accessible.
Offer tailored adjustments – support employees with individual needs.
Foster an inclusive culture – lead by example and build trust.
Legal and ethical responsibilities
Research by Oxford University and UCL highlights that the British public are 5 times more likely to say that Equality, Diversity and Inclusion is a good, rather than a bad, thing – and support for equality, diversity and inclusion extends across Britain.

The public are also more likely than not to think that equality, diversity and inclusion leads to fairer outcomes and that they personally benefit from equality, diversity and inclusion practice. Reviews on platforms like Glassdoor further highlight equality, diversity and inclusion's growing role in employer reputation. For example, London School of Economics' EDI is not bad for business (PDF, 1.1MB) paper provides evidence from employee review data for companies listed in the UK and USA that overall, there is a positive link between equality, diversity and inclusion and business outcomes.