Over the last few years, neurodiversity has become a much bigger part of workplace conversations.
Many organisations now recognise the value of neurodivergent talent, celebrate Neurodiversity Celebration Week, share awareness content on social media and openly discuss creating more inclusive workplaces. That’s progress. But awareness alone isn’t enough.
The reality is that while awareness of neurodiversity has increased significantly, meaningful action often lags behind.
It’s estimated that between 15–20% of the population is neurodivergent, meaning a significant proportion of every workforce will think, process information and experience the world differently.
Many employers recognise this. According to the CIPD’s Neuroinclusion at Work Report, 61% of employers say their organisation genuinely values neurodiversity.
That’s encouraging. However, valuing neurodiversity and actively supporting neurodivergent employees are not always the same thing.
While many businesses talk positively about neurodiversity, fewer have practical support in place.
The CIPD found that only 24% of organisations provide line manager training on how to support neurodivergent employees, and just 23% provide specific guidance on managing neurodiverse teams. This is where the gap begins to appear.
Managers are often expected to support neurodivergent employees without being given the knowledge, confidence or tools to do so effectively.
The result? Employees can feel misunderstood, unsupported or reluctant to speak up about their needs.
Research from the CIPD found that one in five neurodivergent employees have experienced harassment or discrimination at work because of their neurodivergence. Other studies suggest many neurodivergent employees are still hesitant to disclose their neurodivergence due to fear of stigma or discrimination.
If people don’t feel safe to be themselves at work, awareness campaigns alone haven’t solved the problem.
Neuroinclusion isn’t about giving people special treatment. It’s about creating workplaces where everyone has the opportunity to perform at their best.
For many employees, small changes can make a significant difference:
These changes often cost little or nothing to implement, yet they can have a huge impact on wellbeing, confidence and performance.
Research has also highlighted the business benefits of neuroinclusive workplaces, with neurodivergent employees bringing valuable strengths such as creativity, innovation, problem-solving and attention to detail. The organisations seeing the greatest benefits aren’t simply talking about neurodiversity…they’re taking action.
One of the challenges many employers face is knowing where to start. The good news is that action doesn’t need to be complicated.
Sometimes the most meaningful changes are the simplest ones: starting conversations, providing education, giving managers confidence, creating visible signs that different ways of thinking of values and supported equally and building a culture where employees feel comfortable to ask for adjustments.
Progress doesn’t happen because organisations become experts overnight. It happens because they take the first step.
At Smile Box, we believe that awareness should lead to action. That’s exactly why we created our Neurodiversity Box.
Designed to support workplace conversations around neurodiversity, inclusion and belonging, it combines practical wellbeing tools with educational resources that help organisations demonstrate their commitment to neuroinclusion in a visible and meaningful way.
If you’re looking for practical ways to support neurodivergent employees, raise awareness or strengthen your inclusion strategy, we’d love to help.
Get in touch with our team today to find out more about our Neurodiversity Boxes and bespoke workplace wellbeing solutions.
Enquire now: www.smile-box.co.uk/contact-us
Here at Smile Box, we’re confident we can help support your employee wellbeing culture and mental health!
Please get in touch by providing your details below, and we’ll send you a brochure explaining more about what we do, along with the costs!
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