Top 5 ways we can support and empower neurodiverse people in the workplace and promote inclusivity

By Annie Begg, Process and Business Improvement Business Partner at RS Group, Neurodiversity Subcommittee Lead of RS’s Lifeworks ERG (focusing on Mental Health and Wellbeing – including Neurodiversity)

There are many ways we can support and empower neurodiverse people in the workplace and promote inclusivity. What I love most about this topic is that the practices that help neurodivergent colleagues are the same behaviours that help us treat everyone as individuals - regardless of whether they are neurodivergent or not. A safe and inclusive environment is one based on equity, empathy, and an understanding of people’s needs. That’s something every workplace should strive to create. But of course, that’s easier said than done.

When I first received my ADHD diagnosis, my manager at the time asked me, “How can I support you?” It was a genuine question asked with real care, but at that moment, I didn’t know how to answer. I was still processing what the diagnosis meant, making sense of years of experiences that suddenly clicked into place. I wanted support, and my manager wanted to give it, but the question felt too big. I needed time to understand myself before I could advocate for what I needed. That experience taught me that supporting neurodivergent colleagues requires curiosity, patience, and collaboration - not a one-off conversation or a quick fix.

Based on that experience and what I’ve learned since, here are my top tips for supporting and empowering neurodivergent people in the workplace.

Tip 1 – Be curious when someone tells you they are neurodivergent.
If someone trusts you enough to share that they are neurodivergent, respond with genuine curiosity rather than assumptions. Don’t try to fix anything, and don’t presume you know what they need. Simply ask open questions and take their lead. Every neurodivergent person is different. They may have been recently diagnosed or they may have known for years, and their confidence in talking about it will vary. It’s perfectly fine not to be an expert - in fact, it’s better to be open about that. Go at their pace and let them know you are available to talk whenever they’re ready. What matters most is that they feel seen, heard, and not judged.

Tip 2 – Collaborate - iteratively - to understand what support they need.
When someone is ready to discuss how best to support them, work together to create a success plan based on their strengths. This may involve reasonable adjustments - or “success enablers” - that help them work at their best. But this is never a one‑time conversation. What works might evolve as you both learn, so keep the dialogue open and flexible. Remember that many neurodivergent people have spent years masking their difficulties in order to fit in. Masking is exhausting and unsustainable. Creating a space where they don’t feel pressure to mask can make a profound difference.

Tip 3 – Consider the environment they’re working in.
Every neurodivergent person experiences the workplace differently. For some, an environment may feel too noisy; for others, too quiet. Lighting, movement, stimulation, and social interaction all play a role in how someone performs. Allowing people to move, fidget, or use sensory tools can actually improve focus - not hinder it. Normalise headphones, quiet spaces, or working from home where possible or appropriate. Most importantly, ask what environment helps them succeed. Autonomy and choice are key. When neurodivergent colleagues can shape their environment to meet their needs, they are empowered to bring their best selves to work.

Tip 4 – Build neuroinclusive communication habits.
Communication is often where misunderstandings occur. In the UK, we tend to see eye contact as a sign of engagement, but for some neurodivergent people, it can feel overwhelming. This doesn’t mean they’re not listening or being rude or not confident. Using clear, concise language helps everyone avoid ambiguity. Sharing agendas before meetings and following up afterwards supports those who process information differently. Giving people time to reflect and respond rather than putting them on the spot creates more inclusive and thoughtful discussions. These small changes don’t just help neurodivergent colleagues; they raise the quality of communication for everyone.

Tip 5 – Create a culture of psychological safety.
Ultimately, we want every colleague - including those who are neurodivergent - to feel safe, understood, and supported. Encouraging open conversations about working styles, adopting an “ask don’t assume” mindset, and modelling empathy all contribute to psychological safety. This culture can be strengthened with neurodiversity awareness sessions, myth busting workshops, and voluntary lived experience sharing. But inclusion should also be embedded in systems and processes, not left for individuals to request. Accessible job descriptions, alternative interview formats, and strength-based performance conversations all help remove barriers. When inclusion is designed into the system, rather than added on after the fact, we shift from reactive accommodation to proactive inclusion.

The beauty of these approaches is that while they directly support neurodivergent colleagues, they ultimately make the workplace better for everyone. We all have different preferences, strengths, and challenges. When we create environments where people can be set up for success, everyone wins.