Neurodiversity is gaining increasing attention in workplace discussions. A non-medical umbrella term that includes the conditions autism, dyslexia, dyspraxia, dyscalculia and ADHD, neurodivergence is evident in around 10-20% of the population.
As the workforce becomes more diverse, many employees will be working alongside a neurodivergent colleague in the coming years. And so, in this age of the collective workforce – the central theme of our newly launched World of Work Trends 2025 report – the ability to design workplaces that are intentionally neuroinclusive has become essential.
Our latest research paper, Neuroinclusive by Design, builds on this theme and explores how leading HR teams are embracing a systems-thinking approach to inclusion, building team environments that are collaborative, adaptive, and resilient by design.
The research offers a blueprint for organisations ready to move beyond isolated DEI efforts toward truly integrated talent strategies that ultimately tap into collective strength through individual empowerment.
What the research tells us
Neuroinclusion is good news for organisational productivity. It supports diverse thinking styles and can improve collaboration, creativity and productivity. For example, those with autism have been shown to be up to 140% more productive than neurotypical employees in certain roles. And teams with neurodivergent employees can experience up to a 30% increase in overall success.
Organisations could and should therefore be seeking a positive step change in productivity through their recruitment and retention strategies for neuroinclusion. Even so, many struggle with where to begin. So, to understand what makes neurodiverse teams excel, Top Employers Institute conducted in-depth interviews with neurodivergent employees and organisations, to offer guidance on how HR professionals can take immediate actions for the benefit of both.
Our resulting neurodiversity research paper, Neuroinclusive by design, explores the steps organisations can take to build truly inclusive workplaces.
Three things HR can do right now
Here are three actions that HR can take immediately to create a culture of neuroinclusion by design in their organisation:
1. Harness individual talents for collective success. Many neurodivergent individuals value opportunities to explore different roles, projects and responsibilities. By building teams where individual strengths are recognised and supported by colleagues with different skill sets, HR can ensure that everyone can contribute meaningfully to the team’s success.
2. Define and commit to consistent ways of working. This practice involves HR establishing explicit behaviours and rules, creating clarity and allowing all employees – neurodivergent and neurotypical alike – to contribute effectively.
3. Embrace empathy and nurture interpersonal trust. HR needs to create a culture where empathy is prioritised, and assumptions are avoided. When colleagues approach interactions with neurodivergent employees with patience and willingness to understand their perspective, they foster a more inclusive and supportive environment.
From accommodation to acceleration
HR leaders can apply these three practices to better support neurodivergent employees and unlock their full potential as a strength within their organisation. If they can, they will cultivate workplaces that embrace diverse ways of thinking, communicating, and working. This in turn encourages ongoing reflection on how work gets done — and whether there might be better ways.
What we can learn from high-performing neurodiverse teams
Neurodiversity research tells us that teams that leverage individual strengths, co-create clarity in how they work, and prioritise empathy form a strong blueprint for building more inclusive, high-performing teams across the organisation. They lead to more adaptable, resilient, innovative – and yes, more productive – organisations.
By championing neurodiversity best practices research within teams, companies are not just creating better workplaces, they are shaping the future of work itself and creating a thriving environment for all.
Download the full research paper to find out how leading organisations are putting neuroinclusion into action.