The City & Guilds Foundation has released its 2024 Neurodiversity Index, highlighting both progress and ongoing challenges in Neuroinclusion. The report shows that more organisations are developing Neuroinclusion strategies.
Despite these positive changes, the report reveals significant hurdles remain. Half of neurodivergent workers surveyed took time off in 2023 due to challenges related to their neurodivergence. More concerningly, over a third reported receiving no guidance from their employers, and one in five are still waiting for promised adjustments, indicating a gap between policies and their implementation.
The report offers several recommendations to address these issues:
- Inclusive Job Descriptions: Companies should create clear, skill-specific job descriptions to make roles more accessible.
- Pre-Interview Support: Providing interview questions in advance, as John Lewis now does, helps neurodivergent candidates prepare and reduces anxiety.
- Transparent Onboarding: Clear communication during onboarding sets expectations and supports neurodivergent employees from the start.
- Workplace Accommodations: Employers should ensure physical, technological, and communication adjustments are in place to support all employees.
- Employee Resource Groups (ERGs) and Mentorship: Implementing ERGs, neurodiversity champions, and mentorship programs fosters community and support for neurodivergent staff.
- Policy Reviews: Regularly updating workplace policies helps remove barriers and create a truly inclusive environment.
- Representation at all Levels: Encouraging neurodivergent representation at all levels within organisations promotes a culture of inclusivity.
While the 2024 report reflects progress, it also underscores the need for continued efforts to create truly inclusive workplaces. By adopting these recommendations, employers can bridge the gap between intent and action, fostering environments where neurodivergent employees are supported and able to thrive.
