How to be a better neurodiversity ally at work

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Guest blog by Alice Gibson, Medigold’s Disability Training & Consultancy Specialist, and Disability Forum Ambassador.

The dreaded Teams call tone fills your home office. Your manager is calling. You don’t have a meeting in the diary. This is it, they’ve finally seen through you and you’re in trouble. You haven’t done anything wrong, but that doesn’t matter, you’re in big, big trouble and the world as you know it is about to end.

Imposter syndrome. Masking fatigue. The fear. For many neurodivergent individuals, this is our daily life. But it doesn’t have to be.

Neurodiversity certainly isn’t new, and it’s far more common than many realise. Around 20% of the UK population is neurodivergent, yet only 31% of autistic adults are in employment. That means that talented individuals are facing avoidable exclusion.

There are many reasons why this might be the case. From overwhelming environments to social barriers, interview bias to emotional fatigue, the list goes on. Getting the job isn’t where the barriers stop, neurodivergent individuals can face a whole new set of challenges from the moment their employment begins. So, what can we do to be more supportive and inclusive? What does it truly mean to be a neurodiversity ally at work?

Listen and communicate non-judgementally

Unexpected phone calls or meetings can be scary. They can invoke the fear and cause severe anxiety. You may not understand that, and that’s okay, but listen carefully if someone tells you they feel that way. Instead of calling out of the blue, why not send a quick message asking for a brief chat and explaining why you’d like to catch up? Or instead of dropping in a last minute, zero context meeting, why don’t you explain what the meeting is about? (For example – quick catch up (good thing!)). It’s an excellent way to manage expectations while being mindful of a person’s wellbeing.

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Be open to workplace adjustments

Gone are the days where workplace adjustments equal big bills every time. More often than not, the requested adjustments are for simple and effective changes that incur no financial costs at all! Regular and frequent comfort breaks can improve concentration; advance notice of change can alleviate anxiety and sensory-friendly spaces can reduce distractions and fatigue. Workplace adjustments aren’t about giving anyone an advantage; it’s about levelling the playing field.

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Create inclusive culture

We all have a part to play in inclusion. Senior leadership should be encouraged to act as visible neurodiversity champions and neuroinclusive practices should be integrated into wider DE&I strategies. A zero-tolerance policy for discrimination should be enforced, ensuring that any form of bullying, exclusion, or harassment, whether overt or subtle, is addressed promptly and transparently. Everyone deserves a safe and respectful work environment.

Why neurodiversity awareness training matters

One of the most effective ways to foster inclusion is through neurodiversity awareness training. These sessions help reduce stigma and equip businesses with the tools to communicate and lead more inclusively. When done well, it not only improves workplace interactions but also boosts employee engagement, trust, and retention. It’s a small investment with a long-term impact.

Being a neurodiversity ally at work means more than awareness, it requires intentionality, empathy and an openness to change. By transforming work culture, policies, and communication, you can empower neurodivergent staff and unlock valuable talents and innovation across the business.

Looking to build a more neuroinclusive workplace where everyone can thrive? We’ve got just the thing.

Our expert-led neurodiversity support services are designed to empower your organisation with the tools and knowledge to create a truly inclusive culture.

We offer:

• Neurodiversity training and consultancy
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Click here to view our brochure and discover how we can support your journey towards neuroinclusion.