Neurodiversity in the Workplace: From Awareness to Action 

Neurodiversity Celebration Week 2026 (16–20 March) encourages organisations to move beyond awareness and take meaningful steps to support neurodivergent colleagues. The week aims to transform perceptions and promote real inclusion across schools, communities, and workplaces.  

The facts: 

• Although 1 in 5 people are neurodivergent, many employers still believe the figure is far lower due to low disclosure rates. This misconception fuels burnout and attrition. 

• Despite underrepresentation only 31% of autistic individuals are in employment, however, neurodivergent employees often excel when supported. 

• Some neurodivergent individuals can be 90–140% more productive and make fewer errors in certain roles. 

• Yet many feel forced to mask their neurodivergence due to stigma or inconsistent support.  

• Only 36% of UK employers have a neurodiversity policy, leaving inclusion dependent on individual champions rather than embedded systems.  

What we as employers do…. 

1. Equip Managers 

Make neuroinclusive behaviours part of manager KPIs and provide training on communication, adjustments, and psychological safety. 

2. Use Universal Design 

Flexible environments, accessible communication, and workload design helps everyone (not just neurodivergent staff).  

3. Embed Inclusion Across the Employee Journey 

Integrate neuro-inclusion into recruitment, onboarding, performance management, and progression.  

4. Build a Neuroinclusive Culture 

Normalise conversations about cognitive differences, challenge stereotypes and celebrate strengths. 

Why It Matters 

Creating neuroinclusive workplaces is a strategic advantage.  Not only does it boost wellbeing, but it also increases innovation, productivity, and retention. Valuing different minds strengthens us as an organisation and unlocks powerful thinking. 

“I believe that having neurodivergent leaders brings huge benefits, but this is also true at every level of the organisation. The unique ways that different brains see the world gives us incredible strengths, spotting patterns others miss, approaching problems logically, and bringing fresh perspectives. I’ve even heard some people call them ‘superpowers’. At AWE, we should absolutely be embracing and celebrating how much of that wonderful diversity we have.” 

Professor Andrew Randewich CBE FREng 
Executive Director, Science