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How to Create Neurodiversity-Friendly Work Cultures
- Flick Learning
- Sep 23
- 4 min read
Updated: 2 days ago
Not everyone’s brains work the same (thankfully). Some people have minds that race ahead, while others may struggle with social cues. Each offers a unique perspective on the world. Workplaces thrive when everyone is given the tools and space to do their best work, including people who think, process, and experience life a little differently.
Neurodiversity in the workplace recognises these fundamental differences not as a problem to fix but as a strength to support. Different thinking styles and perspectives often open the door to innovation, greater empathy, and a more wholesome company culture.
But inclusion isn’t passive – creating a neurodiversity-friendly work culture means rethinking how we hire, train, communicate, and support your team.
In this blog post we'll explore:
What is neurodiversity?
“Neurodiversity” is a relatively new term.
It simply refers to people with natural variations in how they think, learn, and process the world. It moves away from framing conditions like ADHD or autism as a deficit, instead recognising them as part of the normal spectrum of cognitive diversity – a spectrum we all exist on.
Just as we support different cultures or abilities, so too must we support different neurodiversity in the workplace. It’s not simply fairness. People with autism, ADHD, dyslexia, or other cognitive conditions can genuinely add a fresh perspective, identifying issues you might otherwise miss.
The most common neurodifferences
The term “neurodiversity” is a catch-all. But it’s not a single camp – within the group, individuals can differ considerably depending on their underlying condition.
Some common neurodifferences include:
Autism – differences in social communication, sensory processing, and routines are common, but so are strengths like focus and pattern recognition.
ADHD – challenges with attention or time management often come alongside creativity, quick thinking, and energy.
Dyscalculia – makes working with numbers harder, especially under pressure – but with support, this doesn’t need to be a barrier.
Developmental Language Disorder (DLD) – affects understanding and using spoken language, even when reasoning and memory are strong.
Other neurodifferences include:
Dyslexia – impacts reading and spelling, but many people with dyslexia excel in verbal reasoning or visual thinking.
Dyspraxia – affects coordination and movement, which can influence how someone interacts with their environment.
Tourette Syndrome – involves involuntary tics or sounds that may be surprising to others but are usually manageable with awareness and support.
Why neurodiversity inclusion matters
Imagine if everyone in your company was from the same place, had exactly the same upbringing, and thought in the same way. Besides being boring, it’d also be a company that’d struggle to adapt, innovate, or respond to new challenges.
Diversity can bring challenges – but it also brings opportunities. It depends on how you harness it.
We already intrinsically understand that different people have different strengths. Someone might struggle with maths (dyscalculia) but is an exceptional communicator. Meanwhile, a person with ADHD might struggle with time management, but when they get stuck into a project, no one can rival their passion.
Such individuals are a competitive advantage.
Inclusive workplaces are better workplaces. They attract top talent, build trust with customers and partners, and show that you’re serious about equity and respect.
Here’s what inclusive neurodiversity practices can lead to:
More innovation through diverse thinking styles
Higher employee wellbeing, satisfaction, and retention
A stronger reputation as a genuinely inclusive employer
Plus, it’s just the right thing to do. Doesn’t everyone want to work in an environment where people feel understood and supported?
Changing your workplace
You can start changing your workplace at the recruitment and hiring stage:
Write clear, jargon-free job descriptions that focus on essential skills rather than vague personality traits.
Offer alternative ways to apply, such as skills-based tasks, portfolios, or pre-recorded answers rather than just CVs and interviews.
Rethink interviews – avoid rapid-fire questioning or vague social tests. Give candidates time to think, offer questions in advance, and allow written responses if helpful.
Inclusion doesn’t stop at the job offer. Once someone’s through the door, they need a work environment that enables them to thrive.
Thoughtful adjustments to your workplace can help neurodivergent employees thrive without disrupting everyone else.
Simple, effective steps include:
Asking for feedback from neurodivergent employees about their experience. Listen and act.
Offer flexible working such as adjusted hours, longer breaks, or hybrid options can make a big difference.
Reduce sensory stress by minimising noise, harsh lighting, or visual clutter.
Provide assistive tech and personalised workspaces where needed.
Training and awareness at work
Policies alone don’t create inclusive cultures – people do. That’s why neurodiversity training for the workplace is so important.
Whether you're supporting someone with autism, navigating ADHD, rethinking your organisation’s culture, or even if none of these things currently apply, training your staff and volunteers on neurodiversity is one of the most effective ways of introducing a neurodiversity-friendly work culture.
flick offers a growing library of e-learning courses, including many covering neurodifferences both in general and specifically, such as:
Neurodiversity – An introduction to neurodivergence and inclusive practices.
Autism Awareness – Understand communication, sensory needs, and support strategies.
Understanding ADHD – Explore how ADHD shows up at work and how to support it.
Understanding DLD – Learn how language processing differences affect communication.
Understanding Dyscalculia – Gain insight into number-based learning differences.
All of these courses are included in the flick library of over 150 e-learning courses, which you can have unlimited access to when you sign up for a subscription. Or, if you prefer, you can license flick courses to host on your own LMS.
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