As we hit the midpoint of 2025, many organisations are reviewing how far they’ve come on their Diversity, Equity, and Inclusion (DEI) goals. For neurodiversity goals, it’s an opportunity to move from awareness to action. Q3 and Q4 offer opportunities to shift from intention to implementation and ensure neuro-inclusion becomes a core part of organisational strategy.
The neuro-inclusion gap in the UK
Despite progress in awareness, in the UK, only around 30% of autistic adults are currently in employment (Financial Times, 2024). That’s a significant disparity compared to the 55% employment rate for disabled people overall and 81% for non-disabled people (Office for National Statistics, 2022). Even among university graduates, only 36% of autistic graduates secure full-time work within 15 months of leaving university (National Autistic Society, 2024).
More than a quarter of those who request workplace adjustments find their needs denied, and over one in ten say adjustments are offered but poorly implemented (Included, 2025). For many neurodivergent individuals, disclosure still feels too risky.
However, there are some signs of improvement, such as job adverts that explicitly mention neurodiversity have increased since 2019. A growing number of employers are seeking to understand the strengths that neurodivergent employees can bring.
What does action look like
Becoming neuro-inclusive begins with practical, purposeful changes. That could mean adapting recruitment to allow for alternative interview formats or clearer role descriptions. It might involve introducing a wider range of adjustments, not just physical but sensory, cognitive, and communicative.
Inclusion isn’t just about headcounts, but also about measuring whether people feel they belong. Tracking accommodation satisfaction, disclosure rates, or retention of neurodivergent employees gives organisations meaningful insight into what’s working and what isn’t.
The role of Thriiver
At Thriiver, we know that building a neuro-inclusive workplace is a journey. That’s why we support organisations at every stage from designing inclusive job adverts, delivering awareness training, and providing holistic workplace needs assessments. We help you take practical steps that make a measurable difference. Whether you’re beginning this journey or looking to deepen it, the second half of the year is a powerful time to act. By making neuro-inclusion a priority now, you’re laying the foundation for a more equitable and innovative organisation by year’s end.
Our services include:
- Audits: our neuro-inclusion audits can help identify areas of challenge and provide recommendations for improvement and growth.
- Neurodiversity awareness training: equipping employees, management, and recruitment teams with the understanding and awareness to build inclusive cultures.
- Workplace Needs Assessments: comprehensive and holistic assessments to identify the right adjustments for neurodivergent and disabled employees.
- Coaching and Co-Coaching: it can be a perfect complement to other adjustments put in place for an individual.
- Assistive Technology and Training: helping individuals thrive with the tools that support focus, memory, and communication.
If you would like to find out more about our services, get in touch with us at insights@thriiver.co.uk
