The business case for building a neuroinclusive workplace

Here at Aim Forward, we’re experts in neurodivergence and mental health conditions, and we work with both employers and employees to help everyone flourish. When organisations actively work towards building a neuroinclusive workplace, the results speak for themselves.  

Support for neurodivergence in the workplace provides a significant competitive advantage, and increasingly companies are starting to realise this, with 60% of companies saying neuroinclusion is a focus area for their business, and a growth of 34% year on year in companies who have a neurodiversity policy in place. 

The benefits of building a neuroinclusive workplace  

There are many proven benefits to supporting neurodiversity in your organisation. Let’s look at some of the key ways it can help your business thrive.  

Improved employee retention and engagement

When employees feel included and valued, they’re more engaged and satisfied. This means they are less likely to leave, reducing costly staff turnover. 

 Adjustments make a significant difference in the intention of neurodivergent employees to stay with their current employer. A BirkBeck University survey of 990 neurodivergent employees across 127 companies found that only 17% of neurodivergent individuals who had no adjustments in place were very likely to stay, which rose to 49% when tailored workplace adjustments were implemented. 

The four largest autism hiring programmes in the US (including JP Morgan Chase and Microsoft) have a retention rate of more than 90%, and a University of Liverpool study reported that organisations with inclusive policies saw a 30% reduction in turnover rates among neurodivergent employees. 

Harvard Business Review reported that employees who feel able to bring their whole selves to work are 42% less likely to plan on leaving for another position within a year. 

A CIPD survey of over 1,000 employers, senior managers, and employees and found that where employers have taken some action to create a neuroinclusive workplace, 63% say they’ve seen a positive impact on employee wellbeing. 

86% of employees who have had a workplace needs assessment with us report that it positively impacted their wellbeing. This demonstrates the importance of support for neurodivergence in the workplace, and the improved employee retention and engagement it delivers.

Boosted productivity

A supportive and respectful workplace helps employees perform at their best, maximising individual and team output. 

A report by Deloitte outlined that organisations with inclusive cultures are eight times as likely to achieve better business results and twice as likely to meet or exceed financial targets than organisations with less diversity in the workplace.  

One of the companies in a University of Liverpool study reported a 40% increase in productivity as a result of implementing flexible work schedules and sensory-friendly environments for neurodivergent employees. Employees reported feeling more comfortable and focused, leading to higher output and job satisfaction. 

Preliminary results from Hewlett Packard and Australia’s Department of Human Services suggest that the organisation’s neurodiverse testing teams are 30% more productive than the others. 

 An Accenture report revealed that the top 45 companies identified for their leadership in disability employment and inclusion had 28 per cent higher revenue, double the net income and 30 per cent higher economic profit margins than the other companies.  

86% of employees who have had a workplace needs assessment with us report that it positively impacted their productivity. This demonstrates the importance of support for neurodivergence in the workplace, and the productivity and performance gains that can be achieved. 

Improved compliance and risk reduction 

 Prioritising equity and inclusion ensures compliance with legal standards, reducing the risk of lawsuits and reputational damage. 

This City & Guilds foundation research found that 51% of neurodivergent employees have taken time off work because of their neurodivergence. This research also revealed that 31% of neurodivergent employees were not satisfied with the current support they are receiving from their employer, and more than 1 in 10 organisations in the UK (13%) have been involved in an employment tribunal relating to neurodiversity. 

Disability discrimination, or failure to make reasonable adjustments, is costly to organisations. The average employment tribunal award for disability discrimination in 2023-2024 was £44,483, with the highest awarded amount totalling £964,465. These figures do not include any pre-tribunal awards, internal costs, or the recruitment or training of new employees. 

The cost of making reasonable adjustments doesn’t have to be expensive. The average cost is £75 per individual, and 5 of the 6 most common adjustments are free (frequent work breaks, occasional home working, flexible schedule, adaptation to work rules, increased font size)

Enhanced innovation and creativity

Diverse teams bring unique perspectives and problem-solving approaches, sparking innovation and driving creative solutions. 

A Harvard Business Review study of over 1,800 professionals found that more diverse companies were 70% more likely to enter a new market. Deloitte reports that organisations with inclusive cultures are six times more innovative and agile compared to those with less diversity in the workplace.

In particular, cognitive divergence, such as neurodivergence has been proven to have a positive influence on business innovation. Neurodivergent diagnoses such as ADHD and dyslexia have been linked to divergent thinking and the ability to visualise the bigger picture and distribute attention broadly. 

Improved decision making

Diverse leadership leads to well-rounded, balanced decisions that reflect broader perspectives and insights.  

Research by Cloverpop across 566 business decisions made by 184 business teams found that diverse teams are 87% better at making decisions. 

A Deloitte report highlighted that diversity of thinking enabled groups to spot and identify potential risks and reduce their impact by up to 30%. 

Autism has been linked to enhanced rationality (meaning that judgments are more objective and decision-making that is less biased than that of neurotypical individuals), and dyslexia has been linked to enhanced ‘exploration’ (meaning the ability to scope things out, account for multiple scenarios, and make predictions about the future). 

Attracting Top Talent 

Inclusive organisations are magnets for skilled professionals seeking environments where they can thrive, strengthening your talent pipeline. 

An EY survey of over 5,000 employees found that 63% of all respondents were more likely to choose a company that prioritises diversity in their job search.

A survey by McKinsey of 2,030 individuals found that 39% percent of all respondents say they have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organisation. 

This demonstrates the importance of delivering and promoting neurodiversity initiatives as a key part of your talent acquisition and recruitment strategy.  

Kantar’s brand inclusion index surveying over 20,000 consumers, found that three-quarters of consumers (75%) say a brand’s diversity and inclusion reputation influence their purchase decisions.  

Neurodiversity initiatives can capitalise on this and support long-term, sustainable brand appeal and loyalty.  

Bespoke consultancy to help you benefit from a neuroinclusive workplace 

An inclusive workplace can drive productivity and innovation, improve decision-making, and play a key role in your recruitment and retention strategies.  

If you want to join the 60% of companies that say neuroinclusion is a focus area for their business, speak to our experts at Aim Forward about how we can help you embed neuroinclusive practices across your organisation. 

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