How to Create a Kinder, More Inclusive Workplace for Neurodivergent Employees

At My HR Partner, we believe the best workplaces are built on empathy, not just policy. One of the most powerful ways a business can show care and respect is by creating an environment where everyone — including neurodivergent team members — can feel safe, supported, and set up for success.

Whether you’re hiring your first employee or growing a diverse team, it’s worth taking a moment to reflect: Are we doing enough to help everyone thrive?

Here’s how you can welcome neurodivergent employees into your business with kindness, clarity, and confidence.

What Is Neurodiversity?

Neurodiversity refers to the natural variation in how people think, learn, process information, and interact with the world. It includes conditions like Autism, ADHD, Dyslexia, and others.

Just like physical accessibility supports people with different physical needs, inclusive work practices support the different ways people learn, focus, and engage. And the truth is — these small, thoughtful adjustments benefit everyone on your team.

Onboarding With Care: The First 90 Days

A warm welcome goes a long way — but clarity is where confidence grows. When onboarding a neurodivergent employee, think beyond the usual logins and lanyards. Ask: What do they need to feel safe and supported from day one?

Here’s what you can include:

A visual schedule of meetings and breaks
Clear instructions in writing
A list of key contacts and who to go to for what
A walkthrough of the office layout (with photos, if possible)
A quick guide to sensory-friendly workspaces or quiet zones

These details may seem small, but they create a sense of psychological safety — and that’s where great work begins.

Everyday Adjustments That Make a Big Difference

You don’t need a big budget or a fancy policy to be inclusive. Most adjustments are low-cost (or free), and many support the entire team, not just neurodivergent employees.

Here’s how you can tailor your support across a few common neurodiverse experiences:

💙 Supporting Autistic Employees

Be clear and direct in your communication
Avoid idioms or vague language (e.g. “we’ll circle back”)
Offer flexibility with hours, breaks, and workspace setup
Provide written agendas and meeting questions in advance
Create quiet spaces or allow noise-cancelling headphones
Encourage peer support through buddy systems or mentoring

🔠 Supporting Dyslexic Employees

Use dyslexia-friendly fonts and clear formatting
Offer multiple ways to access information (text, video, audio)
Break down complex tasks into simple steps
Avoid jargon or overly formal language
Provide visual aids, checklists, and templates
Allow extra time for reading or writing-heavy tasks

💡 Supporting Employees with ADHD

Keep meetings short, structured, and to the point
Allow movement breaks or “walk and talk” catch-ups
Minimise distractions in workspaces
Encourage productivity tools and apps
Provide visual reminders and clear deadlines
Offer flexibility in start times or working hours
Be mindful of mental health and normalise support

It’s About Fairness, Not Favouritism

Sometimes employers worry that providing these adjustments is giving someone “special treatment.” But inclusion isn’t about giving an advantage — it’s about giving equal opportunity to succeed.

And here’s the secret: when we build systems that are kind, flexible, and human — everyone wins.

Download: Inclusive Workplace Checklist for Neurodiverse Employees

We’ve created a simple, thoughtful checklist that you can use to build more inclusive onboarding and support plans for neurodivergent team members. Download it, share it with your team, and start meaningful conversations today.

👉 Download the Neurodiverse Inclusion Checklist

Want Help Reviewing Your Onboarding or HR Policies?

If you’d like some support to create kinder, more inclusive processes, we’re here to help. Whether it’s rewriting your onboarding steps, reviewing job descriptions, or setting up inclusive workplace policies, we’ll walk alongside you.

Because good HR isn’t just about compliance — it’s about care.

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