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.
May
15may10:0011:00Legal Essentials | Supporting Women at Work
15/05/2025 10:00 - 11:00(GMT+01:00)
89% of working women say their health issues negatively affect their work, but only 1 in 3 feel supported by their employer. It’s no longer
It’s no longer enough to raise awareness, organisations must take legally informed, practical action to support women’s health in the workplace.
Join me and Hannah Strawbridge, Employment Lawyer, for this session where we’ll uncover the top legal risks employers face and how to avoid them when it comes to menopause, menstrual health, fertility, pregnancy, and more.
You’ll gain:
A clear understanding of the legal risks around women’s health
Insight into the practical steps you can take
Discover how you can to turn awareness into action
Date: Thursday 15th May 2025
Time: 10:00 – 10.45am
15may16:0016:45Empowering Pupil Wellbeing | Free Primary Stars Webinar & Resources
15/05/2025 16:00 - 16:45(GMT+00:00)
Join us on Thursday 15 May 2025 for a free, live webinar designed to help teachers confidently support pupil self-esteem, emotional wellbeing, and mental resilience. Hosted
Hosted during Mental Health Awareness Week, this session features expert insights from the Mental Health Foundation, Dr Claire-Marie Roberts (Performance Director at Coventry City FC and Chartered Psychologist) and Ruth Elborn (Education Mental Health Practitioner and former teacher).
You’ll discover:
16mayAll DayEmpower Female Founders Conference
16/05/2025 All Day(GMT+01:00)
Kraken Technology Centre
Pariser Building, 168AA, Sackville St, Manchester M1 7JR, M1 7JR
Empower Female Founders is a unique event designed by female founders for female founders,
Equipping them with the tools needed to overcome challenges and achieve success in their entrepreneurial journeys.By providing a supportive community and sharing experiences, Empower Female Founders aims to empower women to redefine their potential, amplify their impact, and thrive in their sector.
In May 2025 we will welcome 100 female founders to this one of a kind event in Manchester.
Empower Female Founders is far from your traditional conference set up. We’ve spoken to our community of Female Founders and we know what’s needed is practical action, answers to the important questions and to gain knowledge from those who have been there and done it.
The day will be built around fast-paced workshop sessions and collaboration providing the opportunity not just to learn but to connect with female founders sharing the same journey.
Our focus is on building confidence, developing a growth mindset, and providing a supportive community that empowers women to overcome challenges and achieve success.
The day will be built around panels featuring Female Founders sharing what’ it’s really like to be a Female Founder, an opportunity to ask fellow Female Founders for their advice as industry experts, celebrating and reframing the narrative around success and ambition.
There will also be an Action learning workshop on Growth Mindset led by Empower Co Founder Beckie Taylor and a fast-paced knowledge share sessions providing the opportunity not just to learn but to connect with female founders sharing the same journey.
09:00 Registration and Networking
09:30 Welcome from Beckie Taylor, Co-Founder, Empower
09:45 Panel : What it’s REALLY like to be a Female Founder
10:30 Action Learning – Female Founder Mindset
11:30 Coffee and Networking
11:45 Panel : Ask The Experts
12:30 Morning Close
12:30 Lunch & Networking
13:30 Welcome Back, Beckie Taylor, Co-Founder, Empower
13:35 Knowledge Share Session
15:15 Coffee and Networking
15:30 Panel – Celebrating Success and Ambition
16:15 Thanks and closing remarks
16:30 Cocktails and Mocktails
18:30 Close
19may18:0020:30The Future of Fairness in Leadership and Business | WBS
19/05/2025 18:00 - 20:30(GMT+01:00)
WBS at the Shard
London, SE1 9SG
This is your chance to engage in powerful dialogue and spark meaningful change in your professional sphere. After the panel discussion, network with peers from across industries
After the panel discussion, network with peers from across industries over drinks and canapés, against the vibrant backdrop of London.
This event is held annually in collaboration with our partners We are the City, Women Engineering Society, Forte, City Women Network and 30% Chair; We are delighted to welcome a distinguished line-up of keynote speakers:
Dr Dawn Eubanks – Associate Professor of Behavioural Science & EI and Panel Chair
Rukasana Bhaijee – Global Head of DEI at the Financial Times. A DEI leader with over 13 years of experience across media, technology, professional services, and higher education. Formerly led DEI for Google’s EMEA tech division and consulted at EY, Rukasana brings deep expertise in strategy, race equity, and inclusive culture change.
Geraldine Gallacher – CEO of the Executive Coaching Consultancy, author of Coaching Women: Changing the System, Not the Person, and City Women Network Board member.
Mark Swain – WBS Client Director & Executive Coach, and Fellow of The Learning and Performance Institute. With over 20 years experience in leadership development Mark has developed a framework supporting Women in Strategy.
Ben Evans – New Business Director, AtkinsRéalis, ED&I Advocate and Warwick MBA Alumnus (2013)
Together, they’ll share their invaluable insights, strategies, and real-world experiences in fostering fairness and driving success in today’s dynamic and changing corporate landscape.
Key Topics Include:
Whether you’re a mid-career professional, an established leader, or an entrepreneur passionate about shaping the future of fairness, this event will leave you inspired and equipped to make a lasting impact.
Free
21may12:0013:00Master the Art of Incredible Interviews | WeAreTheCity & City CV
21/05/2025 12:00 - 13:00(GMT+01:00)
WeAreTheCity & City CV are thrilled to present a
Do interviews leave you feeling uneasy, underprepared or unsure of how to showcase your best self? Are you stuck in a loop of missed opportunities, wondering how to stand out and seal the deal? You’re not the only one. On average, people apply for 27 roles before they land just one interview.
But don’t worry – you’re in the right place. Whether it’s been years since your last interview, you’re chasing a promotion or new role, or simply trying to stay sharp, this free one-hour masterclass will give you the edge to win your next role. Your interview isn’t just a conversation – it’s a marketing pitch where you’re the product. Discover how to demonstrate your value, convince employers you’re the best investment they can make, and leave them thinking, “We’d be foolish not to hire you.”
In this jam-packed session, Victoria McLean, Founder & CEO of City CV, guides you through the art of wowing interviewers. With a proven track record of helping people at all career levels secure their dream roles, Victoria brings decades of expertise, countless success stories and award-winning career strategies to the table.
What you’ll learn:
Looking for more career support? Explore our Career Resources page. Ready to take the next step? Browse the latest opportunities on our Job Board and find your perfect role today!
23may10:0012:00Online* Pelvic Floor Recovery Workshop FREE | Karen Ellis - Postnatal Recovery Expert
23/05/2025 10:00 - 12:00(GMT+01:00)
With former Midwife, Karen Ellis. *Available on replay. Exactly how to rebuild strength in your pelvic floor after pregnancy. All the information you should have got from
All the information you should have got from your midwife about how to recover your pelvic floor PROPERLY after having a baby and how to exercise SAFELY so you can smile with excitement and enjoy the moment when your toddler takes your hand and pulls you towards the bouncy castle instead of the feeling of dread taking over as you decline their invitation.
You are a mum who;
And so you can have dry knickers!
Free