Real Work, Real Change: Why Neurodivergent Young People Deserve Meaningful Jobs

At The Ground Up Project, we believe in the power of work to transform lives, especially when it is rooted in inclusion, respect, and purpose.

Every young person deserves the chance to dream big, gain confidence, and earn a living in a way that reflects their strengths, and neurodivergent young people are no exception. Yet, they remain underrepresented in the workplace. This isn’t due to a lack of ability, but rather a lack of opportunity.

It is time to change that.

Why it Matters?

In the UK, young people with learning difficulties and neurodivergent diagnoses are still less likely to access meaningful employment. Despite having incredible talents, many are held back by a lack of inclusive practices, understanding, or accessible pathways.

This means that despite their talents, passion, and creativity, outdated recruitment processes, rigid job roles, and a lack of understanding mean the thousands of young people are not given the opportunity to start.

Work is more than a paycheque. It’s about purpose, pride, connection, and belonging. For neurodivergent young people, including those with autism, ADHD, dyslexia, learning disabilities, and other cognitive differences, access to meaningful employment can be life-changing.

Real Work, Real Confidence

Neurodivergent people deserve REAL JOBS, not token jobs, busywork or unpaid experiences. They deserve roles that challenge them, include them, and help them grow.

Why? Because...

• difference IS NOT a deficit.

• potential SHOULD NEVER be limited by diagnosis

• society is STRONGER when it makes room for everyone.

At The Ground Up Project, we don’t create token job roles. Every task our learners take on, whether it is serving customers, helping with stock ordering, or preparing food, is a real job that builds real skills.

We’ve seen first-hand how inclusive employment can empower young people to feel capable and valued. For many, this is their first experience in true independence.

What They Bring To The Table

Hiring neurodivergent talent isnt just the right thing to do, it’s smart. Here’s what inclusive employers already know:

• Many autistic individuals have extraordinary attention to detail.

• Young people with ADHD can bring energy, creativity and resilience.

• Those with learning differences often excel in practical tasks, visual thinking, or pattern recognition.

And beyond these strengths, they bring something that every workplace needs: authenticity.

They show up as themselves, work hard for the chance they have been given, and often inspire those around them simply by being in spaces that once excluded them.

Changing the Narrative

Supported Internships in the UK are one way to build the bridge, offering real work experience for neurodivergent young people in safe, structured environments. But to truly shift the dial, we need to challenge the assumptions baked into the system.

Not everyone will thrive in a traditional interview. Not every capable young person can complete a CV. But that does not mean they aren’t ready to work.

We need to adapt the system, not the person.

What Inclusion Really Looks Like

Inclusion doesn’t end with hiring. It means creating spaces where neurodivergent people can thrive without masking, without burnout, and without having to fight to be understood.

It means flexible support, open conversations, and a genuine commitment to seeing strength in differences.

And it starts with employers, like you, asking not only “Are they the right fit for the job?”, but “Is this job, the right fit for them?”.

It’s Time For Change

Neurodivergent aren’t waiting “to be fixed”, they are waiting for employers to give them a chance, and an opportunity.

They are capable, creative, and full of potential. What they need is access and to be seen. What they need is belief.

They deserve the same chance to build a life they’re proud of. And we all benefit when they do.

Key Takeaways and What You Can Do

• Work is more than a paycheque. It’s about purpose, pride, connection, and belonging.

• Neurodivergent aren’t waiting “to be fixed”, they are waiting for employers to give them a chance, and an opportunity.

• Learn about Supported Internships UK and how they open doors.

• Rethink your approach to recruitment, what barriers can you remove?

• Talk to neurodivergent young people. Ask what support looks like for them.

• Be an advocate for inclusive employment in your organisation or community