What is Neurodiversity? A Simple Guide for UK Employers

Neurodiversity is a word you might have come across more and more in recent years. But what is neurodiversity? And why should it matter to employers and employees across the UK?

In simple words, neurodiversity refers to the natural differences in how our brains work. It includes conditions like autism, ADHD, dyslexia and dyspraxia. These differences can affect how someone thinks, learns, communicates, or processes information. However, they also bring unique strengths to the table.

At The Ground Up Project, we believe every mind brings something valuable to the workplace. Here’s a friendly, straightforward guide to help you understand what neurodiversity is, why it matters, and how we can all do our bit to create more inclusive workplaces in the UK.

Understanding Neurodiversity: More Than a Buzzword

Neurodiversity isn’t just a diagnosis or a label. It’s a way of acknowledging and respecting neurological differences as a natural variation of the human experience.

The term was first coined in the 1990s by Australian sociologist Judy Singer, who s hrself autistic. Her idea was simple, but powerful: brains are different, and that is not only ok, but something that should be celebrated.

What do the terms mean?

Neurodiverse refers to a group of people with different neurological profiles.

Neurodivergent describes an individual whose brain functions differently than what is considered “neuro-typical”.

Neurotypical describes individuals whose brain development and functioning align with societal expectations of what is considered “typical”.

Common examples of neurodivergence include:

• Autism

• ADHD

• Dyslexia

• Dyspraxia

• Tourette’s syndrome

It is important to remember that these conditions aren’t deficits or disorders. They simply represent different ways of processing the world.

Why Neurodiversity in the Workplace Matters?

Currently in the UK, there is a large pool of untapped talent among neurodivergent individuals. According to the Office for National Statistics, just 30% of autistic adults are in employment (ONS, 2021).

Even more striking, research estimates that only about 37% of all neurodivergent adults are in paid employment, compared with around 80% of non-disabled people (University of Bath/ONS, 2022).

For those with learning disabilities, the gap is even more stark. According to the Adult Social Care Outcomes Framework (ASCOF), only 4.8% of working-age adults with a learning disability known to social services in England are in paid employment (GOV.UK, 2023). That figure has remained stubbornly low for years, highlighting both the barriers in place and the missed opportunities for employers.

Neurodiversity in the workplace isn’t just about inclusion; it is about unlocking innovation, productivity, and human potential. Here are just a few ways neurodivergent team members can shine.

When neurodivergent staff feel supported, they can contribute in ways that drive business forward. But without the right understanding or reasonable adjustments put into place, that potential often goes unseen.

Closing this gap in neurodiversity in the workplace is not just a matter of fairness, it’s a smart investment in untapped potential waiting to be discovered.

What are Reasonable Adjustments, and How do they Help?

Companies often see employing a neurodivergent individual as something that will require a complete overhaul of how they do business and increase costs. However, reasonable adjustments, as the name suggests, are simple and mostly free changes that can be easily implemented to support your employees.

Something employers also overlook is that these small changes not only benefit neurodivergent employees, but everyone on their teams.

Here are a few practical adjustments that cost nothing, but make a world of difference:

• Offer flexible working options (when possible) to accomodate different energy levels and focus times.

• Use clear, written instructions and avoid jardon where possible.

• Create quiet spaces or allow noise cancelling headphones

• Break roles into manageable tasks (also known as job carving)

• Set up mentoring or buddy systems for extra support

Under the Equality Act 2020, employers are legally required to make resonable adjustments for disabled employers, and that includes nerudivergent people.

By becoming more aware and making small changes, we can all work towards becoming more inclusive and neurodivergent-friendly employers.

The Ground Up Project: Empowering Neurodivergent Young People

At The Ground Up Project we help neurodivergent young people, and those with learning disabilities to build confidence and take their first steps into meaningful employment.

We do this through real-world work experience, from barista training at the Ground Up Cafe to placements with local business partners. We know that with the right support, every young person can thrive.

Our model includes:

• Tailored coaching and support.

• Safe, inclusive environments to build confidence

• Training for employers who want to create inclusive roles

If you are an employer who wants to make a difference, we’d love to work with you.

Key Takeaways and How You Can Make A Difference

• Neurodiversity refers to a group of people with different neurological profiles.

• Neurodivergent describes an individual whose brain functions differently than what is considered “neuro-typical”.

• Neurodivergency includes autism, ADHD, dyslexia, and more.

• UK workplaces can benefit massively from neurodivergent talent

• Reasonable Adjustments are simple changes that don’t have to cost anything.

• Understading makes a big difference

• The Ground Up Project supports young people into meaningful, inclusive employment