National Inclusion Week is held every September. In 2025, it was celebrated from 15th to 21st September and is scheduled to be celebrated on the same dates in 2026. This year, We Are PoWEr used the focus to highlight a part of inclusion that often gets overlooked: neuroinclusion, especially in the workplace. 

Around 1 in 7 people in the UK workforce are neurodivergent, though the actual number is likely higher due to underdiagnosis. Despite this, only 37% of neurodivergent adults are in employment. And for those who are, face ongoing barriers due to organisations’ rigid systems, outdated recruitment practices and lack of understanding. 

To explore this further, we hosted a webinar with Catherine Millan, Be What You See Consultancy (a workplace training company focused on inclusion and tackling discrimination), Emily Robinson, Connected Places Catapult (A HR Business Partner with a background in recruitment,), and Michael Jakubiak, ND Axon (a mission-driven start-up transforming how we diagnose and support ADHD, autism, and dyslexia), who each brought valuable insight from their work and lived experience. 

The Building a Neuroinclusive Workplace webinar shared practical ideas for making neuroinclusion part of everyday work culture. Whether you manage people, work in HR, or are neurodivergent yourself, there’s something in it for you. We’ve summarised the key points below to show how workplaces can move beyond helping people "fit in" and instead create environments where everyone can thrive. 

What is Neurodiversity in the Workplace? 

Neuroinclusion in work means recognising and supporting the different ways people think, learn, and work. Neurodiversity includes conditions like ADHD, autism, dyslexia, dyspraxia, and more. These aren't disorders, but natural variations in how people experience the world. A neuroinclusive workplace removes barriers, offers flexibility, and creates an environment where neurodivergent employees are supported to thrive without feeling the need to mask or fit into a narrow idea of what “professional” looks like. 

Why Neuroinclusion Matters to Business 

Neuroinclusion isn’t just the right thing to do, it also makes business sense. Organisations with inclusive cultures often see higher employee retention, better innovation, and improved problem-solving. The benefits of neuroinclusion go beyond individuals. When people are supported to work in ways that suit them, everyone benefits. This is why neurodiversity is important at work. 

One Size Doesn’t Fit All 

Many workplaces still expect everyone to work in the same way, at the same pace, and in the same environment. This can be a major barrier for neurodivergent employees who may need different routines, focus time, or ways of communicating. Offering flexibility in how people work, such as adjusting hours, reducing distractions, or allowing alternative ways to complete tasks, makes space for a wider range of working styles. Flexibility is not about lowering standards, it’s about recognising that people do their best work in different ways. 

Make It Safe to Speak Up 

In many workplaces, people don’t feel safe asking for adjustments. Some worry they’ll be judged or seen as less capable. Others might not even know they’re allowed to ask. This creates a culture of silence, where neurodivergent employees may mask their needs or struggle quietly. Building psychological safety means encouraging open conversations, normalising requests for support, and making it clear that asking for adjustments is part of how work gets done, not a special exception. 

Check In, But Don’t Micromanage 

Lack of structure is a common barrier in many teams. Neurodivergent employees may feel overwhelmed by vague expectations, shifting deadlines, or unclear tasks. At the same time, constant oversight or micromanaging can feel suffocating and reduce confidence. Regular check-ins that are supportive, not controlling, can help people stay on track. Providing clear instructions, breaking work into smaller tasks, and setting realistic timelines can reduce stress and support focus. 

Mentorship and Support 

A common barrier for neurodivergent employees is feeling isolated or unsure where to turn for guidance. Many also feel overlooked for development opportunities or promotions. Mentorship and supportive management can help bridge these gaps. Having someone to talk to about goals, challenges, and strengths can make a big difference in helping neurodivergent employees feel seen, valued, and able to grow in their roles. 

Neuroinclusive Hiring Tips 

Traditional hiring practices often create barriers before someone even gets in the door. Vague job descriptions filled with buzzwords, rigid interview formats, and an overemphasis on verbal communication can all disadvantage neurodivergent candidates. Inclusive hiring means being clear about what the role actually involves, offering alternative interview formats, and focusing on skills that matter. These changes are simple but can open the door to a much wider range of talent. 

Conclusion 

Building a neuroinclusive workplace is not about making exceptions but about rethinking systems so they work for everyone. As we heard during our webinar, true inclusion goes beyond awareness and involves embedding flexibility, understanding, and a culture where people feel safe to be themselves into everyday work life. 

By listening to lived experiences, challenging outdated practices, and embracing different ways of thinking, organisations can create environments where neurodivergent people don’t just survive but thrive. The changes we make to support neurodivergent colleagues often lead to better outcomes for all employees. 

Let’s keep the momentum going, not just during National Inclusion Week, but all year round.