Neurodiversity numbers and the importance of being neuroinclusive
Neurodiversity is all around us. In fact, around 15-20% of people in the UK are neurodivergent, meaning they think, learn, and process information in ways that may differ from neurotypical individuals. Conditions like autism, ADHD, dyslexia, and dyspraxia all fall under this umbrella – bringing valuable perspectives, talents, and ways of thinking.
Yet, despite neurodivergent individuals making up such a significant part of our workforce, many businesses still struggle with true neuroinclusion. And that’s a huge missed opportunity – not just for those individuals but for organisations as a whole.
To mark Neurodiversity Celebration Week 2025 (17th–23rd March), we’re taking a closer look at the data and exploring how embracing neurodiversity can benefit both people and businesses alike.
What does neurodiversity look like?
Neurodiversity isn’t one-size-fits-all – it’s a broad spectrum of differences in brain function, learning styles, and social interaction. Some of the most commonly recognised neurodivergent conditions include:
- Autism Spectrum Disorder (ASD): Individuals with autism may have strong attention to detail, logical thinking skills, and deep specialist knowledge in their areas of interest. Some may struggle with social interactions or sensory sensitivities. Autism Spectrum Disorder affects approximately 1 in 100 people in the UK
- Dyslexia: Often associated with challenges in reading and writing, but many dyslexic individuals excel in problem-solving, creativity, and big-picture thinking. Dyslexia is estimated to affect around 10% of the population
- Attention Deficit Hyperactivity Disorder (ADHD): ADHD is present in about 2-5% of adults. People with ADHD may have high energy, strong problem-solving skills, and the ability to think outside the box. They may also struggle with time management or staying focused on one task for long periods.
- Dyspraxia: This affects coordination and movement, but dyspraxic individuals often have excellent strategic thinking and resilience.
Rather than being viewed as ‘disadvantages,’ these traits can bring unique strengths to an organisation when properly supported.
Why businesses should embrace neurodiversity
Creating a workplace that embraces neurodiversity isn’t just about being a ‘nice’ employer – it also helps you to gain a competitive edge.
In fact:
- Teams are approximately 30% more productive than those without neurodivergent members
- Companies with inclusive cultures were 6 times more likely to be innovative and agile.
- Companies that create inclusive environments for neurodivergent employees have observed a 90% increase in employee retention, underscoring the positive impact on workforce stability.
By creating a supportive and neuroinclusive environment, businesses can unlock the full potential of their neurodivergent employees – leading to happier employees, better problem-solving, higher creativity, and stronger overall performance.
What does a neuroinclusive workplace look like?
A truly inclusive workplace isn’t just about hiring neurodivergent individuals – it’s about supporting them to thrive. To do this, you might have to implement some workplace adjustments to ensure you can unlock the potential in neurodiverse employees.
Here’s what that might look like:
Flexible working options
Many neurodivergent individuals work best when they have control over their environment. Offering flexible hours, remote working options, or quiet spaces in the office can help them stay focused and productive.
Clear communication
Not everyone processes verbal instructions the same way. Providing written instructions, visual aids, or checklists can help neurodivergent employees understand their tasks more clearly.
Adjustments to the workspace
Bright lights, loud noises, or chaotic workspaces can be overwhelming. Noise-cancelling headphones, adjustable lighting, and designated quiet areas can make a world of difference.
Neurodiversity training for managers
Educating managers about neurodiversity and reasonable adjustments ensures they can better support neurodivergent team members. This helps to create a culture where employees feel comfortable asking for the support they need.
Tailored career development
Traditional career progression paths may not work for everyone. Offering personalised development plans and mentorship opportunities ensures neurodivergent employees can advance in a way that suits their strengths.
By embracing neurodiversity, businesses can create a more innovative, productive, and inclusive workplace – one where everyone has the chance to shine.
Do you want to be more neuroinclusive?
If you want to learn more about how to effectively support neurodivergent individuals in your organisation, have questions about workplace adjustments, or need advice on recruiting a more diverse workforce, we’d love to help. Get in touch with us here.
We also have a range of informative webinars on our YouTube channel, covering various aspects of neurodiversity. Click here to check them out.
The Latest from our Blog…
Check out our blog for all of the latest news, events and updates from Medigold Health.
-
Protecting your new recruits: Why supporting employee health matters from day one
Starting a new job is a big moment: new faces, new systems, new expectations. For employers, welcoming a new member of the team is a real opportunity to set the tone for a healthy, supportive working relationship. Each year, millions of UK employees move into new roles, whether they’re joining[...]
Read More -
Health and wellbeing in the workplace: What 2026 means for employers
As we look ahead to 2026, health and wellbeing in the workplace continues to move up the business agenda. UK employers are navigating rising absence levels, growing mental health needs, evolving ways of working and a workforce that expects more from them than ever before. As a result, employee health[...]
Read More -
Medigold Health Managers Day… why communication really matters
Late last year, we brought almost 100 managers together for a dedicated Managers Development Day with one clear focus… communication. Not communication as a corporate buzzword. But communication as it actually shows up day-to-day… in conversations, decisions, meetings, feedback, leadership announcements and all the bits in between. The day took place at our investors’, BGF, HQ in Birmingham, giving us the chance to step away from[...]
Read More
