UK businesses risk missing out on the skills of neurodivergent professionals due to hiring discrimination and a lack of interview accommodations, according to new research.
The study by audit, tax and advisory firm Blick Rothenberg took in account a survey from Zurich Insurance in 2024, which surveyed 1,000 neurodivergent adults and found that half had faced discrimination when applying for a job. Gail Cobley, a Partner at the firm, noted the benefits that neurodivergent employees can bring to the workplace.
“Neurodivergent people can bring diversity of thought to the workplace, a different way of looking at problems and finding solutions,” Cobley said. “They can also be good at cutting through superfluous information to focus on what is important.”
However, the hiring process remains a barrier. The Zurich survey found that 51 percent of neurodivergent people feel unable to disclose their condition during recruitment due to stigma. In addition, only one in six received the interview adjustments they requested.
Cobley pointed out that simple changes, such as providing interview questions in advance or not penalising a lack of eye contact, could help create a more inclusive process.
Creating a Neurodivergent-Friendly Workplace
Beyond hiring, Cobley spoke of the need for workplaces to make adjustments that benefit neurodivergent employees.
“It can be helpful to offer quiet working spaces, whether for one person or for groups as some neurodivergent people are very sensitive to background noise. This change benefits everyone at the business, neurodivergent or not to have space to focus on their work without disturbance,” Cobley said.
Providing quiet spaces, noise-cancelling headphones or standing desks can help accommodate sensory sensitivities. She also noted that flexible working arrangements, such as allowing employees to take breaks to refocus or work remotely, can improve productivity and wellbeing.
These adjustments can benefit the wider workforce as well. Employees with childcare responsibilities, those who require flexible schedules or individuals who prefer standing desks for health reasons may also find these changes helpful.
Legal Risks and Employer Responsibilities
Missing out on talent is not the only risks for businesses that fail to accommodate neurodivergent candidates and employees. A recent WorkNest survey revealed that one in ten UK businesses has faced an employment tribunal due to neurodiversity-related conflicts. Many of these disputes stem from a lack of awareness and failure to provide reasonable workplace adjustments, as required under the Equality Act 2010.
Kate Watson, Senior Employment Solicitor at Harper James, said that many legal challenges could be avoided through better training for HR teams and managers.
“Employers should consider the kinds of adjustments they can reasonably make, not only to the workplace itself but in relation to the processes (tasks) and with the individual in mind,” Watson said. She suggested measures such as supporting flexible working, allowing the use of headphones or fidget toys, offering regular breaks and providing written instructions instead of verbal communication.
She encouraged businesses to review policies and workplace environments to foster inclusivity.
“Proactive employers who encourage openness and provide the right support for their staff will often see significant improvements in efficiency and collaboration, leading to better outcomes for all and perhaps even a competitive edge,” she said.
