It also highlights the challenges that neurodivergent workers often face, including barriers in recruitment, workplace adjustments, and retention. The focus is on practical steps employers can take to make work environments more accessible. These include:
inclusive hiring practices – ensuring recruitment phone number list processes accommodate different cognitive styles
reasonable adjustments – providing tailored support such as flexible work arrangements and assistive technology
workplace awareness – educating employers and colleagues about neurodivergence to reduce stigma and increase understanding
Alongside the campaign, I chair a new expert panel by the Department for Work and Pensions: an Expert Academic Panel on Neurodiversity and Employment.
The panel is set to examine employment outcomes for neurodivergent people. Running until this summer, this initiative is expected to provide evidence-based recommendations that inform workplace practices and policy.
The group's work builds on the Buckland Review, which previously explored the barriers autistic people face in employment.
