How employers can enable neuro-inclusion without alienating neuro-typical staff

In an earlier article, the widening gap between how effectively tech employers believe they support their neurodivergent employees and individuals’ lived experience came into focus. A key point here, according to a study by vocational education and apprenticeship provider City & Guilds, is that growing levels of awareness are not enough to create true inclusion if they fail to be matched with systemic change:

Policies, training and intent are no longer enough on their own. What matters now is how work is designed, managed and experienced day-to-day…While understanding of neurodiversity has improved, capability and consistency lag. Too often, inclusion depends on individual managers, informal workarounds or siloed processes, resulting in uneven and unreliable support.

The upshot, the report says, is that:

• Even in organizations described as supportive, only two in five neurodivergent employees experience good, ongoing help, with onboarding proving a particularly important part of the puzzle
• Support is ...