Almost a third of neurodivergent employees have experienced discrimination in the workplace, according to the results of the first-ever Neurodiversity Employers Index (NDEI) Market Insights Report, released by autism research charity Autistica.
Through gathering information from both employers and employees from 118 companies across the UK, the NDEI Market Insights Report identified several differences between the workplace experiences of neurodivergent people as compared to their neurotypical colleagues.
It also highlighted common areas where the participating organisations, which are representative of 10 different employment sectors, are meeting neuroinclusion best-practice and offered those who are starting their journey towards neuroinclusivity a roadmap for change so that they can sustainably build neurodiverse teams.
Despite one in seven people in the UK being neurodivergent, the NDEI Market Insights report revealed that only 30% of organisations have clear neuroinclusion goals and strategies in place.
A lack of understanding regarding neuroinclusion and fears of stigma and discrimination is also apparent in the high number of neurodivergent people who feel uncomfortable asking for adjustments in the workplace. The NDEI revealed that over twice as many neurodivergent people (33%) answered that they didn’t feel comfortable asking for adjustments than their neurotypical peers (14%).
However, the NDEI also revealed some promising results when it came to people’s willingness to accept neuroinclusion in the workplace, with employees across all the organisations who took part in the NDEI expressing an overwhelming desire to be able to access neurodiversity-specific training. Additionally, 86% of neurodivergent respondents indicated that they felt included by their colleagues at work.
Chief executive of Autistica, Dr James Cusack said: “The findings of our research indicate that, while many positive strides have been taken by workplaces in recent years, there is still some way to go. Over three quarters of companies who participated indicated that their senior leaders are internally promoting a neuroinclusive culture. We are confident that more organisations will provide their staff with the tools and training to better understand neuroinclusion. This in turn will create a more supportive work environment where organisations will get the best out of all their employees.”