Acas Report Highlights Key Strategies for Neurodiversity and Inclusion in the Workplace

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Acas has released a report on neurodiversity in the workplace, prepared by researchers from Birkbeck, University of London.

Neurodiversity describes the natural differences in how people's brains process information, and how they feel and behave. Well-known types of neurodivergence include neurodevelopmental conditions such as ADHD, autism, dyslexia and dyspraxia.

The report, published on 6 March 2025, stresses the need for neurodiversity training and proactive measures to support neurodivergent employees, highlighting that approximately 15 to 20% of adults are neurodivergent, with prevalence differing based on gender, condition and industry.

The report emphasises that fostering a neuroinclusive work environment and making necessary adjustments can be done proactively, without requiring a formal diagnosis or staff disclosure of neurodivergence. Employers are encouraged to prioritise neuroinclusion, which means embracing and supporting various neurotypes within a flexible, inclusive, and supportive workplace culture. It also points out the frequent overlap between neurodivergent and mental health conditions, which calls for comprehensive workplace support.

Key elements of a neuroinclusive workplace, as outlined in the report, include:

Senior leadership's role in promoting neuroinclusion by taking proactive steps.
Incorporating neuroinclusion across an organisation through strategies, policies, and practices led by senior leadership, following universal design principles such as flexibility, fairness, and simplicity.
Ensuring psychological safety for neurodivergent employees to voice their needs while meeting those needs on an individual level.
Awareness by line managers and employers about how different aspects of a person’s identity may influence their experiences.
Establishing specialised career pathways for neurodivergent employees.
Tracking and assessing progress on neuroinclusion efforts.

For employers aiming to build a neuroinclusive workplace, the report offers valuable insights into these areas, along with guidance on what effective proactive reasonable adjustment processes look like.

The report acknowledges the complexity of managing performance in neurodiverse teams, which requires tailored communication strategies and structured policies to meet diverse needs. It encourages employers to formally include this as part of line managers' responsibilities and provide them with the necessary support.

For further information about creating a neuroinclusive workplace, see the link here: Neurodiversity at work: bridging research, practice and policy | Acas

It should be noted that this paper is not intended as guidance from Acas.

If you would like advice on how to promote a neuroinclusive workplace, including assistance with drafting neuroinclusive policies in the workplace, get in touch with our client care team on 0800 9157777.

Listen to the audio version of this article below

Article by

Sally Eastwood

Senior Associate

0800 915 7777

For further guidance on post-termination restrictions and ensuring your employment contracts are properly drafted, it’s advisable to seek advice from an experienced employment law solicitor.

At Springhouse Solicitors we offer a range of services, so please contact our friendly customer services team to discuss further via hello@kilgannonlaw.co.uk or 0800 915 7777.

Disclaimer

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice. This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

11.03.25

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