Employers are being urged to strengthen the support available to neurodivergent employees after new research highlighted a continuing gap between organisational confidence and workers’ day-to-day experiences.
Business Disability Forum has launched new guidance designed to give line managers practical advice on supporting neurodivergent colleagues. The organisation said many managers remain uncertain about how to begin conversations, understand individual requirements and arrange appropriate workplace adjustments.
An estimated 15% of the UK population, equivalent to approximately 10 million people, is neurodivergent. Business Disability Forum also reported that more than half of the enquiries received by its specialist Advice Service relate to neurodiversity at work.
Neurodiversity is an umbrella term describing the different ways people process information, communicate and experience the world. Conditions associated with neurodivergence can include autism, attention deficit hyperactivity disorder, dyslexia, dyscalculia, developmental co-ordination disorder and Tourette’s syndrome.
However, Business Disability Forum stressed that there is no single neurodivergent experience. Two employees with the same condition may face different barriers and require different forms of support. An individual’s needs may also change according to factors such as workload, stress, tiredness, illness, changes in routine and sensory demands.
The new guidance advises managers to focus on the barriers an employee is experiencing rather than attempting to identify or diagnose a condition. Managers should ask whether support is needed, listen to the individual and work collaboratively to find practical solutions.
Employees may already understand which working methods help them perform effectively. Where they are unsure, managers can explain the support available through the organisation, including workplace adjustment procedures, employee assistance programmes, occupational health services and staff neurodiversity networks.
The guidance also recommends reassuring employees who may be struggling with aspects of their role. Business Disability Forum said some neurodivergent people may have experienced years of stigma or negative feedback, which can affect their confidence and willingness to disclose difficulties at work.
The publication follows findings from the City & Guilds Foundation’s Neurodiversity Index Report 2026, which identified a substantial difference between employer confidence and employee experience.
Employer confidence in organisational readiness for neurodiversity was reported at between 70% and 75%, rising to between 78% and 80% among senior leaders. In contrast, only 32% to 38% of neurodivergent employees said they felt psychologically safe to disclose, trusted that agreed adjustments would be implemented consistently or believed their employer understood the effect of their neurodivergence.
The resulting perception gap was estimated at between 30 and 35 percentage points, compared with between 20 and 25 points in 2025. The findings suggest that awareness of neurodiversity has increased, but this has not always translated into consistent workplace practice.
Workplace adjustments remain a particular concern. Around six in ten neurodivergent employees said adjustments would help them perform better, but only half felt their organisation provided sufficient support.
Neurodivergent employees were also reported to be more than twice as likely to experience extended waits for adjustments, with delays of three months or more becoming increasingly common.
The research found that support can become particularly inconsistent during onboarding, changes of role and performance management processes. Adjustments may also depend too heavily on the approach taken by an individual manager rather than being supported by clear and reliable organisational systems.
The challenges differ between industries. Education and public services were found to have comparatively strong policies and positive intentions but sometimes lacked the capacity to implement adjustments consistently.
Technology employers often offered flexibility, although employees could still experience high cognitive workloads and performance pressure.
Construction, manufacturing, retail and hospitality were among the sectors identified as having larger gaps between employer perceptions and employees’ experiences. Barriers included limited flexibility, sensory pressures, inconsistent working patterns and restricted access to specialist support.
Business Disability Forum’s guidance encourages managers to review adjustments regularly rather than treating them as a one-off intervention. Employees should be given sufficient time to become familiar with new working arrangements, strategies or assistive technology before their effectiveness is assessed.
Managers are also encouraged to recognise the strengths neurodivergent employees bring to their organisations. These can include different approaches to problem-solving, attention to detail, creativity, specialist knowledge and the ability to identify patterns or solutions that others may overlook.
The organisation said more inclusive management can benefit the wider workforce by encouraging clearer communication, greater flexibility and more thoughtful approaches to allocating work.
For recruiters, the findings also underline the importance of reviewing job descriptions, application systems, assessments, interviews and onboarding procedures.
The Neurodiversity Index found that applicant tracking systems and video interviews remain potential exclusion points for some neurodivergent candidates, with little evidence that recruitment barriers have been substantially reduced.
Business Disability Forum said neurodiversity should be treated as an important workforce issue rather than a short-term employment trend. Employers that give managers the confidence and practical tools to act are likely to be better placed to attract, retain and develop people with a wide range of skills and thinking styles.
Sources
- Business Disability Forum – Supporting Neurodiversity in the Workplace: A Practical Guide for Managers
- Business Disability Forum – Neurodiversity Toolkit
- City & Guilds Foundation – Neurodiversity Index Report 2026