- Report year:2025
- Report author: Philly Strahan & Simone Roche MBE
- Organisation: EY
More than 15% of the UK population are thought to be neurodivergent (2). Despite this, many organisations still have little to no understanding of the cognitive differences between people and subsequently how to support the diverse needs of their colleagues.
This paper sets out actionable changes and adjustments that can be made by organisations, regardless of their size, to help create more purposeful and inclusive workplaces that empower individuals to bring their whole selves to work.
During the roundtable discussions, there was an acknowledgement that actions must be person-led and that one size does not fit all. This insight paper is therefore by no means an exhaustive list of the positive actions that organisations can take – it seeks to be a helpful guide and provide a starting point to help make tangible progress in accelerating best practice. Overall, it was felt that adjustments that are initially implemented for neurodiverse colleagues can be beneficial to all.
This paper sets out actionable changes and adjustments that can be made by organisations, regardless of their size, to help create more purposeful and inclusive workplaces that empower individuals to bring their whole selves to work.
During the roundtable discussions, there was an acknowledgement that actions must be person-led and that one size does not fit all. This insight paper is therefore by no means an exhaustive list of the positive actions that organisations can take – it seeks to be a helpful guide and provide a starting point to help make tangible progress in accelerating best practice. Overall, it was felt that adjustments that are initially implemented for neurodiverse colleagues can be beneficial to all.