During recruitment, use inclusive language and make it clear that you welcome neurodiversity.

Design roles and environments that enable neurodivergent employees’ to excel, helping attract and retain a wider pool of talent.

Use clear, respectful language when discussing neurodiversity and neurodivergence in the workplace. Where possible, ensure language is guided by individuals’ preferences.

Senior leadership should highlight their commitment to diversity and inclusion and embed this in the culture of the organisation.

Work collaboratively with neurodiverse employees to develop solutions to any issues they have and make appropriate adjustments.

Provide training to everyone to help embed a culture of diversity and help people develop an understanding of neurodiversity and neurodivergence. Staff networks can also play an important role in raising awareness and supporting ongoing learning across the organisation.

Plan workplace changes thoughtfully, recognising the value of predictability and clear communication to support employees.

• Try to ensure there are private as well open-plan spaces to work in;
• avoid bright office lights and choose low-stimulant colours for walls and office furniture;
• provide trays and filing drawers etc., to let people organise their personal space; and
• make sure office equipment has clear, visible instructions.