The Intention-Action Gap is Growing
Neurodiversity is no longer a niche conversation. It’s becoming a central pillar in how we understand inclusion, wellbeing, and future-focused talent strategies. But while the narrative is gaining traction, neuroinclusion in the workplace is lagging far behind.
New data from NeuroBridge® lays bare a concerning reality: most organisations recognise the importance of neuroinclusion in the workplace but very few feel confident in what they’re doing. Many are stuck in the early stages, unsure how to progress, and some haven’t started at all.
This gap between intent and action doesn’t just risk alienating neurodivergent talent – it also threatens innovation, productivity, and the credibility of DE&I and people strategies.
If your organisation is struggling with neuroinclusion in the workplace, you’re not alone – but the time to act is now.
What the Data Reveals
The findings are eye-opening – not because they reveal something new, but because they confirm what many professionals have sensed intuitively.
say they are not very confident supporting neurodivergent employees.
admit neuroinclusion isn’t even on their radar.
say it’s either important or a high priority.
This contrast is striking. Organisations care but they’re not equipped. There’s a desire to be inclusive, but a lack of clarity on how to be. We’re seeing the emergence of what we call the neuroinclusion gap: the space between organisational ambition and real-world action.
And that space is where neurodivergent employees are being underserved, overlooked, and, in some cases, actively excluded. Embedding neuroinclusion in the workplace starts with understanding that this isn’t a side issue – it’s a core part of how we build equitable, high-performing teams.
Why Confidence is So Low
Why are so many organisations feeling unsure, even when the will to act is there? The answer isn’t as simple as training or knowledge – it’s systemic.
The barriers to confidence run deep and often overlap:
A Lack of Accessible Training
Many organisations still treat neuroinclusion in the workplace as an add-on, not an integral part of DE&I or people strategy. Resources, if they exist, are often generic, compliance-led, or delivered without ongoing support.
Uncertainty About Where to Begin
HR and DEI professionals are often overwhelmed with priorities. Without a clear roadmap for neuroinclusion, or visibility into what “good” looks like, even those eager to take action find themselves stuck.
Fear of Saying the Wrong Thing
A genuine desire to be inclusive can sometimes lead to silence. The fear of unintentionally offending, using outdated language, or getting something wrong can lead to inaction, especially in leadership teams.
Low Employee Disclosure
Many neurodivergent employees don’t disclose their diagnosis or differences, often due to fear of stigma or past negative experiences. This creates an environment where HR can’t respond to needs they can’t see – leading to reactive rather than proactive approaches.
Ultimately, this isn’t about bad intentions. It’s about missing infrastructure, missing confidence, and missing conversations – all of which hold back meaningful neuroinclusion in the workplace.
The Risk of Staying Still
When organisations delay or deprioritise neuroinclusion, the impact is rarely immediate – but it is cumulative.
Missed Innovation
Neurodivergent thinkers bring valuable skills in systems thinking, pattern recognition, creativity, and problem-solving. Failing to include and support them means overlooking innovation sitting right inside your workforce.
Increased Attrition and Burnout
Without understanding and adjustments, many neurodivergent professionals experience unnecessary stress, exclusion, or micromanagement. This leads to higher turnover and lost talent that could have been retained with the right support. Find out more about neurodivergent burnout and how it impacts employee wellbeing and performance here.
Reputational and Legal Risk
With neurodiversity increasingly recognised under the Equality Act 2010, organisations that fail to make reasonable adjustments or foster an inclusive environment could face tribunal claims or public scrutiny. Over 1 in 10 UK employers have been involved in an employment tribunal relating to neurodiversity – and the number is only getting higher.
Just Another DE&I Initiative
Too often, neuroinclusion is viewed as a sub-topic within DE&I – a box to tick rather than a strategic priority that cuts across every layer of an organisation. But neuroinclusion in the workplace is not just about equity – it’s about how we design systems, measure performance, recruit talent, and support wellbeing.
When neuroinclusion is confined to one team or treated as a standalone campaign, it fails to drive meaningful change. It must be embedded into line management, leadership development, workplace adjustments, recruitment processes, internal communications – not just DE&I strategy documents.
This isn’t about expanding DE&I – it’s about rethinking the foundations of organisational culture and operational inclusivity. Anything less risks missing the mark and the moment.
The Path Forward – Building with Intention
Neuroinclusion doesn’t have to be complex, but it does have to be intentional and proactive. There is a way forward, and it starts with acknowledging where you are and taking small but strategic steps:
Awareness Training for All Levels
From senior leadership to line managers, everyone plays a role in building an inclusive culture. High-quality training that combines understanding, language, and lived experience is a crucial first step.
Create Safe Spaces for Employee Voice
Whether through anonymous audits, focus groups, or ERGs, organisations must make space for neurodivergent employees to share their needs, barriers, and ideas for change.
Embed Expert-Led Strategy and Support
In-house teams shouldn’t be expected to navigate this alone. Structured support, including toolkits, policies, communications, and implementation framework, empowers your people to take consistent, meaningful action.
The earlier your organisation invests in neuroinclusion in the workplace, the sooner your people will feel seen, supported, and empowered to thrive.
Let’s Bridge the Gap
The data is clear: HR professionals want to do better, but most are unsure how. That’s not failure, that’s a sign of a system in need of support.
At NeuroBridge®, we work with organisations at every stage of the journey, whether neuroinclusion in the workplace is brand new to you or you’re ready to embed it deeper into your culture. Our structured, expert-led system helps you move from intention to confident, inclusive action.
If your team is among the 68% lacking confidence, it’s time to act.