Creating a neuroinclusive workplace

News & Insights

Posted by Acacium Group

Diversity and inclusion, General, Learning and development, Mental health, Wellbeing

31 October 2025

Globally, it’s estimated that 15–20% of people are neurodiverse. We know that many organisations, including ours, have neurodivergent colleagues, and we believe that creating inclusive environments is essential to supporting everyone to thrive.

We’re sharing our approach to neuroinclusion in the hope that it can support other organisations to make positive changes for their people. We welcome conversation, collaboration and shared learning across industries.

Why supporting neurodiversity in the workplace matters

Neurodivergence includes conditions such as autism, ADHD, dyslexia and dyspraxia. These are natural variations in how people think, learn and process information. Embracing these differences can unlock innovation, improve wellbeing and strengthen teams.

As a healthcare delivery partner, we’ve seen first-hand how inclusive practices can improve outcomes. One example is our specialist business, Xyla, which supports the NHS in delivering ADHD and autism assessments. Xyla also offers private assessments directly to individuals, without the need for a GP referral. This helps make timely support more accessible to those who need it.

Creating a neuroinclusive workplace isn’t just the right thing to do. It’s a journey we’re committed to, and one we hope others will join us on.

Inclusive recruitment practices

Inclusive recruitment means creating equality, fairness and accessibility for everyone exploring a career with us.

We’re committed to neuroinclusivity, ensuring our hiring practices recognise talent based on skills, strengths and potential, not traditional or restrictive measures of “fit.”

Our recruitment process is designed to support candidates of all neurotypes. We understand that individuals with autism, ADHD, dyslexia and other cognitive differences bring unique perspectives, problem-solving approaches and communication styles that add real value to our teams.

To support this, we’ve embedded inclusive methods throughout our hiring process:

Anonymous CVs to reduce unconscious bias and ensure objectivity from the outset

Clear, inclusive role profiles focused on essential competencies and behaviours

Competency-based interviews to assess demonstrable skills and remove bias

Flexible application formats and interview adjustments to help every candidate perform at their best

By removing barriers and empowering individuals to showcase their true abilities, we build stronger, more innovative teams. This approach not only improves engagement and retention but also reflects our commitment to a workplace that truly represents diversity and drives progress.

Designing neuroinclusive policies

As part of our Responsible Business Network, which is a Group-wide initiative focused on driving positive change, we’re committed to creating inclusive policies that support all employees. We start by listening.

We recognise that everyone is unique in how they feel, think, act and behave. Whether neurotypical or neurodivergent, physically enabled or otherwise, we aim to raise awareness, advocate for inclusion and celebrate individual strengths across our workforce.

Employee feedback plays a vital role in shaping our Global Equality, Diversity and Inclusion Policy. We invite anonymous input through our annual Your Voice survey, alongside insights from internal communities, to ensure neuroinclusion is embedded within our wider approach to accessibility, equity and responsible business.

Workplace adjustments and resources

Traditional work environments can unintentionally create barriers, especially around communication, sensory input and rigid routines. Our intranet includes a dedicated Ensuring Accessibility page with a wide range of resources and support tools to enable accessibility in the workplace.

In addition to access to occupational health specialists, we have designed a Neuroinclusive Workplace Adjustments Toolkit with practical strategies for managers and teams. It offers simple, actionable strategies to remove those barriers and promote open, judgment-free conversations about individual needs. Inclusion isn’t about one-size-fits-all solutions. We advocate for personalised adjustments tailored to individual needs.

Training and education

Creating an inclusive workplace starts with understanding. Knowledge empowers teams to support neurodivergent colleagues with empathy, confidence and practical tools.

We’ve developed two masterclasses:

Empowering neurodiversity: Strategies for managers
Builds understanding of conditions like autism and ADHD. Managers gain practical strategies to support neurodiverse team members and create inclusive environments.
Empowering neurodiversity: Self advocacy
Encourages neurodiverse individuals to recognise their strengths, advocate for their needs and access wellbeing resources for personal and professional growth.

Inclusive environments and accessible design

Physical spaces play a key role in supporting neurodiverse colleagues. Our offices are designed with inclusion in mind, offering quiet zones and booths that provide calm, low-stimulation environments for focused work or moments of respite. These spaces help reduce sensory overload and support different working styles and needs.

Accessibility also extends to how we communicate. Our internal communications and design teams have undertaken accessibility training to ensure that our materials, whether for colleagues or external audiences, are clear, inclusive and easy to engage with. From layout and colour contrast to language and readability, we’re embedding accessibility into every stage of our creative process.

Digital tools and daily support

Digital tools play a vital role in supporting neurodivergent employees with everyday tasks. They help reduce cognitive load and improve focus, organisation and confidence. From task management and note-taking to reading, writing and distraction control, we offer a wide variety of flexible, user-friendly resources to tailor the work environment to individual needs.

Employee Assistance Programme

Our Employee Assistance Programme (EAP) is a key part of our commitment to wellbeing and inclusion. It provides confidential counselling, giving employees a safe space to talk about personal, emotional or work-related challenges with trained professionals. This support is especially valuable for neurodivergent individuals who may experience increased stress or anxiety at work.

The EAP also offers management consultations to help line managers and colleagues identify and implement reasonable adjustments. This ensures neurodiverse team members have the support they need to thrive.