Understanding Workplace Needs Assessments for Neurodivergent Employees

There are clear benefits to promoting neurodiversity in the workplace​, yet there are still obstacles in traditional work environments. The barriers neurodivergent employees face can impact their ability to fully contribute, leading to disengagement or turnover. One reason I’ve seen neurodiversity in the workplace fail is because the recruitment process is not sufficiently tailored to the needs of neurodivergent candidates. In this article, I’ll explore what embracing neurodiversity in the workplace means for employers and offer some practical advice for creating a neuroinclusive environment. Traits commonly seen in neurodiverse people include empathy, creativity, persistence, imagination, energy, problem-solving, pattern recognition and analytical skills. This means that having neurodiverse teams can bring great talent, perspective and skills that may not be achieved by neurotypical employees alone.
Yet many thrive in structured environments, often showing exceptional attention to detail, consistency, and strong pattern recognition. Employers must ensure they are confident in managing neurodiverse employees, and are able to create a working environment that is free from unlawful discrimination. Of course, there are always nuances in what conduct is appropriate, and, legally compliant. This can be dependent on individual circumstances, and involves an assessment of what forms the inherent requirements of a role to be safely and successfully performed, and, where relevant, what reasonable adjustments may need to be introduced.

I recommend this book to anybody seeking to understand the experience of sensory processing sensitivity and how small accommodations can make a huge difference. The author describes her own struggles and joys as she gradually clarifies what it is that makes her different and the blessing of her SPS as she learns to play to its strengths. One of those is a heightened sensitivity to positive stimuli from the environment, which enhances gratitude, appreciation, joy, and wellbeing. When SPS is poorly understood, it can interfere with relationships of all kinds and the capacity to learn and work. This book is packed with insights, tips, real-life stories, and references to research that speak to the specific experiences of neurodivergent and highly sensitive women. This is essential reading if you want to understand the sociological and historical origins of the neurodiversity movement.
Beyond legal compliance, making these adjustments is key to fostering an inclusive, productive, and mentally healthy workplace. By shifting away from one-size-fits-all expectations and embracing individual strengths and working styles, organisations can build truly inclusive cultures. When employers actively support neurodivergent staff, they don’t just improve wellbeing – they unlock new levels of creativity, productivity, and potential across their teams. Today, more and more employers are making space for this diversity through a concept known as Neuroinclusion – creating environments that welcome and support neurodivergent employees. With around 1 in 7 people in the UK estimated to be neurodivergent, it’s not just  good practice – it’s essential. A workplace needs assessment is a process that reviews the working patterns of employees who may need extra support to carry out their roles.

If you're unsure how to approach neurodiversity in the workplace, you're not alone. According to Lyra Health’s 2025 Workforce Mental  Health Trends Forecast, most benefits leaders recognize the importance of supporting neurodiversity at work but don’t know where to start. By making small changes, you can create an environment where everyone is set up for success.
Historically, these conditions have been regarded as developmental disorders (LeFevre-Levy et al., 2023). However, many neurodivergent individuals object to their characteristics being framed as disabilities or impairments (Russo et al., 2023). Instead, scholars and practitioners are increasingly regarding neurodivergence as normal human variation (Krzeminska et al., 2019). There is also increasing recognition that neurodivergent individuals possess valued talents and perspectives (Sutherland, 2016), and they can address talent shortages. While neurodiverse and neurotypical individuals  show some variation in strengths, their overall profiles are more similar than different.
A wider team that understands neurodiversity and what they can do to support their neurodivergent colleagues can really help foster an inclusive environment as well as make your working life more pleasant. These usually take the form of neurodiversity awareness training sessions that could cover anything from inclusive communication to role-specific support. If you have a disability or neurodiversity-focused internal employee network, consult them on your strategy and approach, and invite members to take a leadership role in your neuroinclusion efforts. However, remember not to over-rely on, or over-burden colleagues, for example, with educating the organisation.

He advocates creating the right environment for neurodivergent people to thrive by making small but significant adjustments, rather than expecting adaptation to the neurotypical world. Lexxic's neurodiversity diagnostic assessments use a variety of recognised tests to determine if an individual has a specific neurodifference. These assessments are not intelligence tests but rather explore how the brain processes information. Doyle (2020) also provides a summary of different types of adjustments and example activities, which are listed in the below table. The table also includes additional recommendations from the College of Organisational Psychologists’ incubator event. This list is non-exhaustive and non-prescriptive; any adjustments should be negotiated with individual employees to align with their unique capabilities and needs.
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In other industries, such as security, actuarial, engineering and scientific fields, differently wired brains are tremendously well-suited to the work that a neurotypical brain is less suited Neurodiversity Assessment for. Inclusion is about more than policies; it’s about creating an environment where everyone feels they belong. A Harvard Business Review report highlighted that up to 85% of autistic individuals are underemployed or unemployed despite having valuable skills. Many qualified neurodivergent candidates are overlooked, contributing to unemployment rates among this group being disproportionately high.
The recommendation that practitioners engage in neurodiversity-affirming practice marks a significant step toward creating a more inclusive and equitable society. By shifting from a deficit-based model to one that recognises and celebrates neurodiversity, practitioners can provide more accurate assessments and better support for autistic and other neurodivergent individuals. Activating the true potential of your workforce means understanding and championing the individual situations of every employee. More and more companies are looking to add neurodiversity inclusion to their DEI strategy to combat the talent shortage and create more equitable workplaces so women—and everyone—can thrive. Neurodivergent individuals often have unique strengths that can drive innovation and enhance organizational performance. For example, a 2023 report by Birkbeck University of London found that among neurodivergent individuals surveyed, 80% reported hyperfocus, 78% identified creativity, and 75% noted innovative thinking as key strengths they bring to the workplace.