The war for talent isn’t just about salaries anymore.
Culture is fast becoming the deal-breaker – and deal-maker – when it comes to attracting and retaining the best people. In fact, 77% of employees consider a company’s culture before applying for a job. But while many organisations think they’ve built a “great culture,” talent continues to walk out the door – or worse, never walks in. Company culture and talent management are more intwine than organisations think.
Talent Is Diverse. And Your Culture Should be too.
When done well, culture is a magnet. It tells potential employees who you are, what you value, and how they’ll be supported to thrive. It creates a sense of belonging, purpose, and trust. It also drives loyalty – not just from new hires, but from your existing workforce too.
But here’s the kicker: culture isn’t defined by perks, ping-pong tables or ‘bring your dog to work’ days.
It’s defined by how people experience work every day – especially those who think, work, and communicate differently.
The most talented individuals don’t all fit into the same mould. Many top performers – particularly in high-growth and innovation-driven sectors – are neurodivergent. They may be autistic, have ADHD, dyslexia, dyspraxia, or other conditions that influence how they process information, problem-solve, or interact with others.
And yet, despite making up 15–20% of the population, neurodivergent individuals remain vastly underrepresented in the workforce. For example, only 29% of autistic adults and 26.2% of adults with specific learning difficulties are in any kind of employment in the UK.
When companies create environments that welcome neurodiversity, they don’t just attract talent – they unlock new levels of performance, creativity, and resilience. Research shows neurodivergent individuals can be up to 30% more productive when supported in the right environment.
But without an inclusive culture, these same individuals are likely to feel excluded, unsupported, or undervalued – and you risk missing out on a powerful talent pool.
The Hidden Costs of Culture Misalignment
When your culture isn’t aligned with your talent strategy, the consequences are real:
High turnover from employees who don’t feel like they belong.
Low engagement and morale, especially among those masking.
Reputation damage as word spreads about exclusionary practices.
Lost innovation from homogenous thinking and missed perspectives.
The numbers don’t lie: bad company culture in the UK costs businesses billions annually through increased employee turnover, reduced productivity, and poor mental health, with estimates ranging from £23.6 billion to £56 billion.
And yet, many companies are still investing in hiring strategies without first asking: Will these people want to stay?
Culture Change Starts with Awareness
Building a culture that attracts and retains top talent – including neurodivergent individuals – requires intentional action. It means shifting from performative values to lived experience. From box-ticking to real inclusion.
Start by asking:
- Who thrives in our workplace today and who struggles?
- Are our values evident in the day-to-day experience of our employees?
- Do we have systems in place that support diverse ways of working, thinking, and communicating?
A truly inclusive culture doesn’t just accept differences, it actively supports and celebrates them.
If you’re struggling to fill roles or retain great people, it’s time to stop blaming the market and start examining your culture. Because in today’s competitive landscape, the organisations that win top talent are the ones that create space for everyone to thrive.
