Using facts to better support neurodivergent workers

As Neurodiversity Week (16–20 March) approaches, IOSH’s Laura Wilding reflects on recent progress in creating more inclusive workplaces for neurodivergent colleagues and highlights where further support is still needed.

Understanding neurodiversity within the workplace has been an increasingly common theme in recent years. This has contributed to negative attention and misinformation, which can mislead organisations. While confrontational headlines grab attention^{ref 1, ref 2}, millions of neurodivergent people are quietly finding and maintaining careers – but not without challenges. Neurodivergent workers in the right jobs are no less able than their neurotypical peers and add valuable perspectives to organisations. The risks they face and the ways these can be controlled, however, may differ.

In 2023, City and Guilds published its first annual Neurodiversity Index Report^{ref 3} and shone a light on the experiences of employers and workers alike. In the same year, Business Disability Forum published the Great Big Workplace Adjustments Survey^{ref 4}. CIPD and IOSH followed^{ref 5, ref 6} in 2024, looking at the topic through the lenses of HR and occupational safety and health. As awareness of neurodivergent conditions increases, more businesses are starting to ask the right questions – that’s something to celebrate!

Consistent findings

These reports, as well as more recent publications from the Advisory, Conciliation Arbitration Service (ACAS)^{ref 7} and International Social Security Association (ISSA)^{ref 8}, point to some clear themes.

Senior leaders are demonstrating greater understanding, reflected in strategic commitments and policy.
Human resources teams are receiving more training and are more likely to support flexible working arrangements to accommodate neurodivergent workers.
General awareness is being increased through internal campaigns.

Neurodiversity is often not considered in the context of health and safety risks.
Many neurodivergent workers have overlapping challenges, identifying with more than one neurodivergent or mental health condition, but literature and training is often condition-specific.
The general patterns of work which accommodate neurodivergent workers’ needs may be insufficient in times of change and not subject to review or the application of additional risk controls.

Consistent solutions

Literature reviews and research showing the impact of long-term improvement plans are proving the value of initial guidance and recommendations. Notably, international research is showing that good practice looks similar around the world and across industries ^{ref 3, ref 6, ref 7, ref 8}. The reports used to inform this blog are items three to eight in the reference list.

Call to action: next steps

1
Review recruitment and induction procedures
- When is information about neurodiversity captured, and what happens to it?
- Are requirements for reasonable adjustments discussed so that solutions are in place before work starts?
- Are risks associated with neurodiversity consistently identified, assessed and controlled?
2
Review risk assessments, procedures and accommodations
- Is information, instruction and training suitable and sufficient for neurodivergent workers?
- Are existing risk controls sufficient for neurodivergent workers, and can they be increased or adapted if needed?
- Some neurodivergent workers may have specific occupational safety and health needs such as workstation and equipment adjustments, noise-cancelling headphones or temperature and lighting controls.
3
Review content of health and safety training
Make sure you consider accessibility.
- Are desktop information and guidance documents specific and clear?
- Are they compatible with screen-readers?
- Is training and guidance available in alternative formats such as videos?
4
Review health and safety procedures such as first aid and fire safety
Consider whether risk to neurodivergent workers is adequately identified and controlled.
- Are agreed protocols in place to accommodate emergencies associated with neurodiversity, such as shutdowns, meltdowns or panic attacks?^{ref 9}
- Do evacuation and lockdown procedures need to be adapted for neurodivergent workers? For example, can alarms still be heard by neurodivergent colleagues wearing headphones?

When adapting the way you work to support neurodivergent colleagues, remember to apply the principles of good occupational safety and health^{ref 10}. Collaboration and evidence-driven risk mitigation are key when it comes to putting theory into practice.

References

Lawton, K. (2025). ADHD ‘sickfluencers’ are behind rise in people with self-diagnosed mental health conditions claiming on £69k-a-year disability benefits scheme. [online] Mail Online. Available at: https://www.dailymail.co.uk/news/article-14303747/ADHD-sickfluencers-rise-self-diagnosed-mental-health-claiming-69k-year.html
Telegraph.co.uk. (2025). Welcome To Zscaler Directory Authentication. [online] Available at: https://www.telegraph.co.uk/health-fitness/conditions/dementia/truth-behind-autism-curve/
77f20764.flowpaper.com. (n.d.). City & Guilds Neurodiversity Index Report 2023. [online] Available at: https://77f20764.flowpaper.com/CityandGuildsNeurodiversityIndexReport2023/#page=1
Business Disability Forum. (2023). The Great Big Workplace Adjustments Survey. [online] Available at: https://businessdisabilityforum.org.uk/policy-and-research/the-great-big-workplace-adjustments-survey-2023/
CIPD. (2024). Survey report. [online] Available at: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/2024-neuroinclusion-at-work-report-8545.pdf
Divergent thinking Embracing neurodiversity at work iosh.com. (n.d.). Available at: https://iosh.com/media/df3b0cj2/sd2254-divergent-thinking-white-paper-v4.pdf?_gl=1 [Accessed 18 Feb. 2026]
Acas. (2025). Neurodiversity at work: bridging research, practice and policy | Acas. [online] Available at: https://www.acas.org.uk/research-and-commentary/neurodiversity-at-work-research-practice-and-policy
International Social Security Association (ISSA). (2025). Supporting neurodiversity in a neurotypical environment: Introduction to rehabilitation strategies for neurodiverse workers and their potential value within a broader shift of the culture of work | International Social Security Association (ISSA). [online] Available at: https://www.issa.int/node/277480 [Accessed 18 Feb. 2026]
Fertig, H. and Fertig, H. (2024). Supporting a colleague having a meltdown - Employment Autism. [online] Employment Autism. Available at: https://employmentautism.org.uk/supporting-a-colleague-having-a-meltdown/ [Accessed 04 Mar. 2026]
IOSH. (2023). Principles of good occupational safety and health. [online] IOSH. Available at: https://iosh.com/about/what-we-do/osh-principles