How do we make sure our workplaces are neuro-inclusive in 2021?

By Kelly Drewery at Talent Glue Business Psychology and Nathan Whitbread, The Neurodivergent CoachChange can disrupt the coping strategies that enable a neurodivergent worker to do the things that many of us take for granted. These strategies are typically built up over a period of time and are very specific to their job and environment. In a time of change, these strategies are likely to be thrown up in the air causing stress and lower productivity until the individual is able to reset.  

Co-occurring conditions graphic

Enter the drama of this pandemic’s uncertainties, and the impact of change on this group becomes amplified. 

We recently conducted a workshop session with members of the Cambridge Network** to highlight and discuss some of the main considerations for employers in these most peculiar times.   We shared some of the common neurodiverse conditions and some key considerations for this group:  

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Here are some of our top tips

  1. Deal with each neurodivergent person’s needs individually.Their exact requirements are likely to be unique to their job and circumstances.

  2. Consider the tools people need for hybrid or mobile working. How can people access everything they need when in the office and when working at home?

  3. Consider neurodivergent conditions when evaluating people performance. Are you fully aware of the effort taken to achieve each target that you may set?

  4. Issues caused by these uncertain times are generally resolved informally by the team working together.Do you need to review how you work together as a team to make sure everyone’s needs are understood and met?

  5. Consider neurodiversity in your talent management agenda. Have you considered neurodivergent needs at each stage of your employee lifecycle?

Bonus tip, if you’re doing neuro-inclusion well, do make sure you are promoting your organisation for this.  It’s a great time to attract the right workers who are looking for the right fit for their needs and circumstances.

**View a recording of the workshop session here

For more detailed information, you can find our full article here.

 If you would like to take part in current research about neurodivergent workers’ needs, and indeed all our needs in the current workplace, please complete our three-minute survey at


About the authors

Talent Glue: As a business psychologist, Kelly Drewery focuses on helping people and organisations be more effective. The 'glue' is about the stickiness between people and employers - the energy, performance and reputation that we have that attracts each other.  See

The Neurodivergent Coach:  As a Neurodivergent Coach, Nathan’s focus is about building the most effective consulting, coach and training to assist dyslexic and neurodivergent professionals along with their organisations to truly be the best they can.