The Institution of Occupational Safety and Health (IOSH) has raised concerns that many employers are not “fully prepared” to make reasonable adjustments for neurodivergent employees.
IOSH conducted an online poll to mark Neurodiversity Celebration Week last month.
It asked it’s followers on LinkedIn about the ability and willingness of businesses to make reasonable adjustments to support neurodivergent people in the workplace.
Over half of the respondents (55%) said they did not believe their employer would make the necessary reasonable adjustments.
How to support neurodiversity at work
The leading health and safety professional body provides a range of online resources to help employers improve their understanding of neurodiversity and identify how they can make adaptations in their business to accommodate and support neurodivergent workers. This includes a link to relevant guidance and case studies from IOSH members.
In 2024, IOSH published a whitepaper entitled Divergent Thinking: embracing neurodiversity at work. It advocates building a positive organisational culture which empowers diverse employees to thrive and share details of their needs.
They argue that this “goes well beyond just having policies and training and making individual adjustments wherever feasible, although those are all important building blocks.”
It’s important, the OSH body asserts, that organisations make their commitment clear to all employees. They can do this by:
- Business leaders openly discussing their own experiences of neurodiversity
- Encouraging the setting up of neurodiverse groups or networks
- Ensuring there is a neurodiversity section within workplace diversity and inclusion policies
In its whitepaper, IOSH calls for training for line managers that will equip them with the knowledge, skills and understanding to recognise and control unconscious bias and the assumptions they may make about individual capacity or behaviour.
They also advise that businesses need to cater to individual needs rather than applying a blanket approach when it comes to neurodiversity.
Supporting neurodivergent employees is good for business
IOSH Immediate Past President Suart Hughes says that the Equality Act 2010 “made it a legal duty for employers to make reasonable adjustments to accommodate workers’ needs around neurodiversity and other conditions.”
But, he argues, supporting neurodivergent employees is about much more than just legal compliance.
He adds that “businesses can really benefit from having such positive cultures where people be open and really thrive at work. Given the value that people with neurodiverse conditions bring to a business, failure to do this is a failure to maximise resources in their organisation.”
He said that businesses needed to ask themselves if they are currently doing all they can to accommodate and support neurodivergent employees.
He concluded:
“They need to review the policies and procedures they have in place and act accordingly. There are significant benefits to be had from a diverse workforce where everyone is comfortable being themselves.”
What is neurodiversity?
Neurodiversity is the concept that some people have natural variations, or differences, in how their brains work, and how they experience the world
A sociologist named Judy Singer, who is on the autism spectrum, came up with the term in the 1990s to describe these natural brain differences. Neurodiversity describes the full spectrum of neurological or neurodevelopmental conditions, such as autism, dyslexia or attention deficit hyperactivity disorder (ADHD).
Neurodivergent or neurodistinct are terms commonly used to refer to individuals with one of these neurological conditions.
It is believed that around 1 in 7 people in the UK (15%) are neurodiverse. That’s about 10-13 million people. Across the world, 15-20% of all people living are thought to be neurodivergent.
Figures also suggest:
- Around 10% of the UK population has dyslexia
- 8% of people in the UK have ADHD
- 8% of people in the Uk have dyspraxia
- 6% of people in the UK are thought to have dyscalculia
- 1% of people in the UK have an autism spectrum condition
- 1% of people in the UK are thought to have Tourette’s Syndrome
World Autism Acceptance Month 2025
April is World Autism Acceptance Month, which aims to raise awareness, foster acceptance and create a world that works for autistic people.
Less than a third of autistic people (30%) are in any type of employment. This figure puts autistic people amongst the lowest rates of employment for people with additional needs or disabilities.
Inclusive Employers supports workplaces to embrace inclusion and diversity. This World Autism Acceptance Month, they want to encourage employers to celebrate their autistic colleagues.
Commenting on the low employment rate among autistic people, they say this is “unfair to autistic people who would succeed in employment with the right accommodations,” but also argue that employers are “missing out on the many benefits of employing autistic people.”
They highlight research from Patrick Bardsley, co-founder and CEO of Spectrum Designs Foundation, who found that autistic employees have a retention rate of up to 90%.
Zeinab Ali, Marketing and Communications Executive at Inclusive Employers, says:
“I want employers to use Autism Acceptance Month as an opportunity to break taboos about autism. I want organisations to speak more openly about autism and celebrate autistic colleagues, and I want autistic people to feel confident enough to be their true selves at work. Let’s make it possible for autistic people to say: “I’m autistic” at job interviews and not have it impact their employment opportunities.”
Inclusive Employers outlines some key ways in which employers can mark World Autism Acceptance Month this April:
- Download and read their guide for autism inclusion in the workplace
- Listen to and share their podcast to raise awareness about autistic employees’ experiences in the workplace
- Learn from autistic colleagues or neurodiverse staff networks. Develop initiatives in collaboration with autistic colleagues
- Consult their bitesize inclusion toolkit to facilitate conversations about autism in the workplace
- Talk about autistic role models or ask colleagues to share their experiences
- Develop knowledge and understanding of autism within your workplace through specially tailored neurodiversity training
Improve neurodiversity understanding
First Response Training (FRT) is a leading national training provider delivering courses in subjects such as health and safety, first aid, fire safety, food safety, mental health, health and social care and more.
They have developed specialist neurodiversity training courses such as Introduction to the Autistic Spectrum, Working with Autistic People, Learning Disability and Autism, ADHD Awareness, Dyslexia Awareness, SEND Awareness and Equality, Diversity and Inclusion.
They have also previously worked in partnership with clients to develop bespoke training for them in topics such as Adapting Learning for SEND and SEND and Barriers to Learning.
FRT were one of the first training providers to be approved to deliver the Oliver McGowan Mandatory Training on Learning Disability and Autism. They have also developed their own flexible training programme which is co-delivered with experts with lived experience, meets all recommended learning objectives and is fully compliant with the requirements of the Health and Care Act 2022.
A trainer from FRT says:
“We must improve neurodiversity awareness and understanding and work to ensure workplaces are truly inclusive and supportive for everyone.
“Creating an inclusive workplace for neurodivergent employees isn’t just about compliance—it’s about fostering an environment where everyone can thrive. With 15% of the UK population identifying as neurodivergent, businesses must take meaningful steps to provide support, make reasonable adjustments, and educate their workforce.
“At First Response Training, we are committed to inclusion through flexible policies, neurodiversity training, and practical workplace adjustments. From recruitment to daily work life, small changes—like clear communication, sensory-friendly environments, and structured support—can make a big impact.”
For more information about the neurodiversity training that FRT can provide, please download any of these free resources:
You can also get advice and guidance on creating an inclusive workplace for neurodivergent employees with their free guide:
For more information on the training that FRT can provide, please call them today on freephone 0800 310 2300 or send an e-mail to info@firstresponsetraining.com.