Article by Aliya Vigor-Robertson, co-founder, JourneyHR
But while much of the focus has centred around gender, race and sexuality, it’s important that as businesses continue to ramp up their diversity and inclusion efforts, they don’t overlook the value of neurodiversity.
First coined in the 1990s, the term ‘neurodiversity’ is broadly defined as covering variations in the way we think, with autism, dyslexia, dyspraxia, ADHD, and Tourette’s among others, all falling under the ‘neurodiverse’ umbrella. It’s estimated that neurodiverse individuals make up more than 10% of the population – meaning they account for a large number of job applicants, employees and customers.
As our understanding and awareness around the strengths and skills of neurodiversity grows – from problem solving to creative insight and visual spatial thinking – we’re seeing progressive organisations such as Amazon and Microsoft tap into this talent pool with dedicated hiring programmes.
Yet, despite this, many people continue to encounter difficulties in finding work, gaining the right support from employers and progressing their career. Figures from the Institute of Leadership & Management revealed that half of UK employers would not employ someone who had one or more neurodivergent condition, while just 22% of autistic adults are in employment.
It’s clear that much more needs to be done to improve the support on offer to neurodiverse employees. We need to build workplaces that are welcoming and safe for all individuals, creating cultures that embrace and celebrate our differences.
There are lots of different ways businesses can foster a neurodiverse culture and a great place to start is by reviewing the organisation’s hiring and onboarding processes to ensure a commitment to diversity and inclusion is signalled throughout.
The wording of job adverts should be clear and precise, listing the technical skills required for the role rather than generic and often open-to-interpretation traits. A statement on diversity and inclusion, either on the advert or on the company website, will help prospective applicants to feel more comfortable applying and disclosing their neurodiversity without fear of judgement.
Often, interviews are a chance for candidates to demonstrate their social skills but it’s important that the interview structure is free of unconscious bias and gives candidates varied opportunities to show their skillset. For example, autistic candidates may benefit from having the interview process explained ahead of meeting in person and being interviewed in a room which isn’t too overwhelming in terms of people and visual stimuli.
Creating a culture of inclusivity is critical to ensuring neurodiverse employees not only feel welcomed but supported and encouraged to fulfil their potential. As diversity advocate Verna Myers famously said – “Diversity is being invited to the party. Inclusion is being asked to dance.”
Social support can be essential in making neurodiverse employees feel a valued part of the team. A great way of doing this is through an Employee Resource Group which are formed around a common interest or characteristic and offer support and a compassionate community in which people can voice their concerns and feel a sense of belonging.
Similarly, buddy systems can be very helpful, providing employees with support, advice and guidance in a ‘safe space.’
Unfortunately, bias and stigma around neurodiversity still exists, with research showing that more than half of autistic, dyspraxic and dyscalculic employees felt people in their workplace behaved in a way that excluded them.
Greater education and understanding around our cognitive differences will not only help to break down some of the misconceptions but will also encourage neurodiverse employees to feel safer opening up to their employer and make it easier for managers and colleagues to understand the type of support they need.
A large number of organisations already have some form of diversity and inclusion training, so working neurodiversity into an existing programme can be a simple way to achieve this.
We’ve grown accustomated to creating styles and patterns of working that are suited to neurotypical employees, but understanding individual preferences for social interaction, communication and working environment is invaluable when it comes to creating a happier and more productive workforce.
Research has shown that anxiety rates for autistic adults are more than twice that of neurotypical people so employers should consider offering full or part-time remote working for those who feel uncomfortable or anxious in an office.
Leaders should also look at the equipment used in the office and how it can be changed accordingly. Making small adjustments can be simple and inexpensive to implement and can have a hugely beneficial impact on neurodiverse individuals. For example, businesses could supply talking calculators for those who struggle with numeracy or ergonomic keyboards for employees with dyspraxia.
However, true inclusion is about more than just blanket actions. The experience of each employee will be different, meaning they will require individual and tailored support and communication.
Leaders should start by consulting their teams directly to see what affects each individual most acutely and work closely with their employees to co-design a working environment that suits their individual needs, gaining feedback along the way to adapt and overcome changing concerns.
Inclusivity isn’t something that can simply be ‘done’ and then forgotten about – it is an ongoing task that requires constant commitment, focus, self-awareness and learning. Not only do businesses have a moral duty to promote equitable values but failing to build true diversity and inclusion risks excluding talent and harming the bottom line in the long run.
Aliya has over 20 years of HR experience working with founder-run businesses across the creative and marketing industries, helping them shape their people practices and organisational culture to make great places to work.
She enjoys sharing her knowledge and experience in the industry as a Design Business Association Expert and a role model with Media for All. Aliya regularly shares insights and guidance in publications such as The Times Raconteur and Creativepool.
October
04oct12:0014:00Empowered Awakening: A Healing & Well-being Workshop
04/10/2025 12:00 - 14:00(GMT+01:00)
The Conduit
6 Langley Street London WC2H 9JA
A soulful healing session for Black & Brown women — with movement, storytelling, and optional guided hypnotherapy. Empowered Awakening is a soulful gathering created for Black & Brown women — leaders,
Empowered Awakening is a soulful gathering created for Black & Brown women — leaders, professionals, and creatives — to connect, share, and step fully into their power.An afternoon of movement, storytelling, reflection, and optional guided hypnotherapy, it offers space to feel rooted, restored, and uplifted in community with women who see and celebrate you.
Curated by Vision Liberate, a grassroots, woman-led social enterprise, this experience weaves together healing practices, creative expression, and collective reflection — with a focus on emotional well-being, cultural affirmation, and sisterhood.
Hosted at The Conduit, Covent Garden, this intimate gathering unfolds in a beautiful, welcoming space. Come solo, with a friend, or as part of your own journey of healing and empowerment.
Guided Movement & Creative Expression — No dance experience needed; simply bring your body and breath. Group Storytelling & Reflection Circles — Explore rest, identity, and renewal through writing, sharing, or simply listening. Optional 30-Minute Guided Hypnotherapy — A gentle practice using breathwork, mindfulness, and light trance to ease emotional tension. (You’re welcome to observe, rest, or step outside if you prefer.) Social wind-down with refreshments — Close the afternoon with soft music, light bites, and time to connect.
Spaces are limited to 20 guests to preserve intimacy and care — early booking is strongly encouraged.
Created for Black & Brown women seeking space to reconnect with themselves and others. While this gathering centres our voices, the ethos of Empowered Awakening is rooted in care, cultural safety, and collective healing for all marginalised communities.
13/10/2025 - 17/10/2025 (All Day)(GMT+00:00)
The ground-breaking nationwide celebration of women in technology returns, featuring a week of dynamic online and
The ground-breaking nationwide celebration of women in technology returns, featuring a week of dynamic online and in-person events. Focused on career growth, networking, and innovation, this event continues to champion equality and empower women in the tech industry.
WeAreTechWomen is proud to present the second annual UK Women in Tech Week, taking place from October 13th to 17th, once again aligning with Ada Lovelace Day. This nationwide initiative brings together a vibrant line-up of virtual and in-person events celebrating the impact of women across the tech industry.
In partnership with leading organisations and Women in Tech networks, the week will offer inspiring panels, practical workshops, and meaningful networking opportunities. Through our website, attendees can easily book their spots for these events. Our master calendar for bookings will be released in the summer. Those who have registered their interest will receive priority booking.
Despite growing awareness, the sector still faces systemic challenges. Our upcoming Lovelace Report with Oliver Wyman has highlighted a number of issues around the broken systems that hinder the progression of women in the tech industry. Several reports over the past few years, including the Lovelace Report, cite that women are leaving the industry altogether. This talent drain is not only a loss of potential but is actively costing the UK economy billions of pounds each year.
With just 20% of the UK’s tech workforce made up of women—and with government commitments to scale the AI workforce—this is not the time to slow down. It’s time to step up.
For more information visit: women-in-tech-week.com
01nov09:0016:30KIN: Know. Inspire. Navigate | A Day for Women to Realign, Renew, and Rise
01/11/2025 09:00 - 16:30(GMT+00:00)
Henley Business School, Greenlands
Henley-on-Thames, RG9 3AU
Set on the tranquil banks of the River Thames, Henley’s historic Greenlands campus offers the perfect backdrop for a day of reflection, connection, and
Designed for early to mid-career women across industries who want practical tools they can use immediately, this one-day retreat follows the Kinspace KIN framework – Know, Inspire, Navigate – guiding you to:
This is not just a feel-good day. It’s sustainable learning – you will leave with your own action and implementation plan tailored to your life, so you can apply what you’ve learned immediately and keep building momentum long after the retreat.
In the afternoon, slow down and reconnect with your senses in a mindful pressed flower card crafting, writing to self and picture workshop. We’ll ask a few questions ahead of time so we can pair you by goals and stage, and tailor examples to your context. Then, step outdoors for a unique partner reflection in nature – partnering with both the landscape and each other to inspire deeper insight and grounded action.
To help you stay accountable and supported, you’ll have the option to join three monthly follow-up group sessions (at a separate price) designed to check in on your progress, troubleshoot challenges, and keep you moving towards your goals.
This is a confidential and supportive space with limited seats to ensure meaningful connection and participation.
Date: Saturday 1 November 2025
Time: 9:00 AM -4:30 PMT
Location: Henley Business School, Greenlands Henley-on-Thames
RG9 3AU
Price: £250 – Early Bird £200 until 10 September