Neurodiversity describes the natural differences in how people think, learn and process information. It includes conditions such as autism, ADHD, dyslexia and dyspraxia. Around one in five employees are neurodivergent, and while many bring exceptional strengths such as creativity, problem-solving and attention to detail, they may also face challenges in workplaces designed for “neurotypical” ways of working. These challenges can affect recruitment, communication, performance, conduct and career progression.

Employers have a legal duty under the Equality Act 2010 to make reasonable adjustments where needed. This could mean adapting recruitment processes, providing clear written instructions, offering flexible working arrangements or making environmental changes such as quiet spaces or assistive technology. Taking a proactive approach not only ensures compliance but also helps create an inclusive culture where employees can thrive.

This year, we ran a seminar with our employment partner, John Robinson, and neurodiversity experts Laura Southward and Sophie Roberts from Talking Minds.

Client feedback from the seminar

“Great session with really helpful information. I now feel much better and I am able to support neurodiverse colleagues, even when things do not work out as planned.”

“Really informative session and delivered very clearly. It helped me understand the key points in a straightforward way.”

“I really enjoyed the session and learnt a lot. I feel more confident about supporting colleagues after attending.”

If you are interested in hearing about future events or have any queries about making your workplace more neuro-inclusive or dealing with neurodiversity-related employment matters, get in touch with John Robinson at JohnRobinson@schofieldsweeney.co.uk.