Approximately 1 in 5 adults in England identify as neurodivergent. With the Employment Rights Bill, the Equality (Race and Disability) Bill and the Independent Review into Mental Health Conditions, ADHD and Autism on the horizon, how can you strengthen compliance, reduce risk, and build a neuroinclusive workplace where every employee can thrive?

We are pleased to give advance notice of Westminster Insight’s popular Neurodivergence in the Workplace Conference. Attend to hear how to make reasonable adjustments, promote inclusion, and offer flexibility in your workplace.

Understand your legal responsibilities as an employer and prepare for upcoming legislative changes. As an employer, you will gain insight on when you need to provide reasonable adjustments and how can you avoid accidental non-compliance.

Get ready for the launch of the Fair Work Agency – with powers to inspect, fine, or escalate breaches of employment law, particularly around fair treatment and pay equity – and stronger safeguards against unfair dismissal.

According to the National Institute for Health and Care Excellence (NICE), ADHD is estimated to affect 3 to 5% of the global population and NHS England estimates that around 1% of the adult population in England may be autistic. Learn best practice on how to recognise neurodivergent conditions in adults and support different thinking styles. Gain actionable insights to boost employee wellbeingand productivity, and maximise the full range of skills within your workforce.

With a focus on inclusive recruitment, onboarding, and progression, ensure your organisation attracts and retains diverse talent, and that neurodivergent employees are not overlooked or excluded.

How can you shape your work environment to be more neuroinclusive? Leading public, private and voluntary sector organisations will explore supportive structures and cultures that create psychological safety and support employee wellbeing.

Don’t miss this opportunity to learn best practices, network with peers from and leave with actionable strategies to turn neurodiversity into a genuine organisational strength.

Key Points

• What does the Employment Rights Bill and Equality (Race and Disability) Bill mean for neurodivergent people in the workplace?
• Legal update: providing reasonable adjustments to support your neurodivergent workforce
• Embedding inclusion for neurodivergence as an area of EDI policy
• Designing inclusive recruitment, onboarding and progression pathways to attract, retain and develop neurodivergent talent across all levels
• Building a proactive culture of inclusion where adjustments, flexible working and psychological safety are expected rather than requested
• Leveraging inclusive workplace design, technology, and communication practices to reduce barriers and support diverse thinking and working styles
• Collecting, monitoring and managing data: understand gaps, challenges and solutions to ensure you are a neuroinclusive workplace

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