The essential checklist for supporting neurodivergent employees in the workplace

If you have neurodivergent employees or colleagues, and you know you need to put reasonable adjustments in place, but don’t know where to start it can feel challenging. 

Supporting neurodivergent employees doesn’t need to be daunting. Our expert team at Aim Forward have created this essential checklist to help you through the process. When you implement solutions to support neurodivergence in your teams, everyone can thrive. Support improves productivity and communication amongst team members, so it benefits the wider team too.   

Checklist: Supporting neurodivergent employees 

1. Treat people like the individuals they are 

 It is important to treat all employees as individuals with unique needs. Just as no two neurotypical employees have the same needs or abilities, the same goes for neurodivergent people. Get to know the individual, understand their strengths, areas for development and the things that they will need to be successful. You don’t have to have all the answers, but providing employees with a safe space to feel heard is a good start.  

2. Ask questions. Don’t make assumptions 

Neurodivergent people have unique experiences, so talk to them about how their neurodivergence, mental or physical health condition impacts them personally, and what you can do to help.  

Here are a few tips: 

• At Aim Forward, we use ’identity-first’ language when talking about neurodivergence, but everyone has their own preferences so ask what their preferred terminology is and things to avoid. 

• Ask them if they are happy to disclose their neurodivergence and mental or physical health condition. If they are, clarify what they are happy for you to share and not share, and who with (like their colleagues, line manager and direct reports).   

• Remember that it is very common for people to experience co-occurring conditions (where you experience more than one condition at the same time), so there may be other impacts in addition to those formally diagnosed. 

3. Create a safe and supportive environment 

Foster an environment where employees feel safe discussing their needs without fear of stigma or judgment. Make it clear that their input is valued and that accommodations are there to help them succeed, not to single them out.  

4. Focus on strengths, not limitations 

 Every employee, including neurodivergent individuals, brings unique talents to the table. Focus on these strengths and leverage them in ways that benefit both the individual, the team and the organisation. 

5. Provide clear communication and expectations 

Neurodivergent individuals often thrive with clarity. Use clear, concise communication and outline expectations in a structured manner. Visual aids, written instructions, or step-by-step guides can be helpful to ensure mutual understanding. 

6. Consider offering flexible work options 

Some neurodiverse employees may work better in environments with fewer distractions or on flexible schedules. Consider offering remote work, quiet workspaces, or adjustable working hours as accommodations. Sometimes a small difference such as arriving or leaving at a different time of day could make a huge difference.  

7. Discuss potential reasonable adjustments 

Putting in place reasonable adjustments isn’t a one size fits all solution. Consider how your employees neurodivergence is impacting their performance in the role. Ask them about what has worked and not worked for them in the past, and what they think could help going forward. This will help you to understand what adjustments they think they may need or benefit from.  

They may not know what adjustments are available, or what adjustments would be helpful for them. They might be looking to you for support and guidance. You could do some research on what has worked for others and put these forwards as suggestions or ask your HR team or other colleagues for advice.  

When identifying potential reasonable adjustments is challenging, Aim Forward can support your employee with a workplace needs assessment and report that identifies tailored strategies that could be considered as potential reasonable adjustments in work.  

Find out more about the benefits of reasonable adjustments.  

8. Create a reasonable adjustment action plan or passport  

It is advisable to document a clear action plan that outlines how you plan to use reasonable adjustments to support your employee in the workplace.

Some suggestions for what the reasonable adjustments action plan or passport could include are: 

• Diagnosis (or suspected diagnosis)  
• Description of role and responsibilities  
• Impact of neurodivergence or diagnosis in work  
• Areas of concern that the reasonable adjustments are looking to support  
• Agreed reasonable adjustments  
• Proposed outcomes  
• Agreed review period  

9. Consider a workplace needs assessment  

Aim Forward can provide workplace needs assessments for any employees with either a diagnosed or suspected neurodivergence or physical or mental health condition. 

The assessment explores their current work situation and identifies any barriers they may be facing, across: 

• Reading and research 

• Writing and composition 

• Meetings, presentations and note-taking  

• Social and communication skills  

• Planning, organisation and time-management 

• Attention and focus  

• Their environment  

• Their wellbeing 

Where a diagnosis is available, the assessor will also explore key aspects of their cognitive profile, such as verbal and visual ability, working memory, phonological awareness and processing speed. 

A comprehensive report within 2 weeks of the assessment highlights a variety of strategies you could consider implementing as potential reasonable adjustments to allow your employee to work more productively. 

The benefits of a workplace needs assessment to the employee, line manager and wider team include: 

• Greater clarity around the impact of neurodivergence in the workplace  

• Practical suggestions and recommendations to help maximise strengths and overcome barriers, that can be put in place as reasonable adjustments  

• Ideas for assistive technology and software that could support the employee and sometimes the wider team as well  

• Improved communication between employee and line manager as well as across the wider team  

• Improved productivity as the strategies are adopted  

• Increased employee wellbeing, as they feel listened to, understood and supported 

12. Build a review of reasonable adjustments into any annual processes 

Many companies embed a review of reasonable adjustments into the annual PDP or review process, as circumstances can change. It is good practise to ensure there is a forum to discuss changes over time, review the benefits and challenges any reasonable adjustments may present, and explore opportunities to evolve and optimise the reasonable adjustments. 

Getting guidance and support with Aim Forward 

Remember all employees are individuals, and this is just the same for your neurodivergent employees. Supporting neurodivergent employees doesn’t need to be daunting, and reasonable adjustments have been proven to increase productivity, communication, team performance and wellbeing.   

Offering the space for individuals to come forward, speak up about their challenges and seek support helps to create psychological safety, which is fundamental to ensuring employees feel safe to ask for the support to help them to thrive at work.