Neurodiversity is becoming a priority for HR professionals and corporate advisers. It is estimated that 1 in 7 people in the UK are neurodivergent, meaning their brains learn, function and process information differently. It is crucial that businesses understand and support these employees wherever possible.
While the discussion around neurodiversity has become more prevalent, many neurodivergent individuals face long waiting times for treatment and diagnoses, particularly within public healthcare systems. For example, in September 2024, over 200,000 people were waiting for an autism assessment in England. This can lead to stress and reduced workplace performance, highlighting the importance of businesses providing tailored support for these employees.
Recent data shows UK employers are increasingly recognising the value of neurodivergent talent, with job ads referencing neurodiversity increasing six-fold since 2019.Hiring neurodivergent talent isn’t just about inclusion, it can be a strategic advantage. Companies that adapt hiring practices to
attract and support diverse talent are future proofing their workforce and gaining fresh perspectives and skills that can drive innovation and success.
Neurodiversity isn’t a one-size-fits-all issue, so benefits must be flexible. This isn’t just about neurodiverse employees. Many working parents of neurodiverse children struggle to secure support, and educational resources, and this stress can also impact their work.
Corporate advisers and consultants can play a pivotal role here, helping companies assess where these gaps exist and guide them in designing benefits strategies that address the different needs in relation to neurodiversity across the workforce.
Consultants can guide businesses in setting up regular feedback mechanisms, ensuring ongoing support for affected employees. They can suggest additional resources such as time-management tools, counselling services, or specific technologies that help employees with conditions like dyslexia. Offering individual solutions ensures employees receive the tailored support they need to succeed.
The SME gap
As more companies look to enhance their benefit packages, we are seeing that neurodivergent services are often driven by large corporate clients who request them from insurers. These services are expensive to develop and require a large customer base to be viable, so typically launch with big businesses first. with some larger companies now establishing programmes to hire and support neurodivergent individuals, demonstrating a commitment to inclusivity.
The commitment goes beyond buying services from insurers though. It also embraces hiring practices and workplace policies. These are not steps restricted to big companies, but ones which SMEs can take advantage of too. Simple actions like adjusting job ads and refining screening processes can make a big difference. Business leaders can engage with neurodivergent specialists to ensure theor hiring practices and workplace culture are inclusive and supportive.
The reason SMEs may not be taking these steps though, is that compared to their larger enterprise peers, they are likely not seeing that same demand for neurodiversity benefits. But this is likely to be purely a matter of scale. When adjusted for workforce size, the proportional demand is likely similar.
Having a neurodiversity proposition built into insured policies, or at least supported within them, is crucial. However, insurers are often slow to extend these services to smaller businesses, creating support gaps. But there are standalone specialist providers and a range of free support options that can help SMEs navigate how to support and attract a neurodivergent workforce.
By embracing neurodiversity, businesses aren’t just meeting compliance requirements, they are unlocking innovation, fostering engagement, and future-proofing their workforce. While large corporations may lead the way in implementing neurodivergent support programs, SMEs have a unique opportunity to build agile, inclusive cultures that attract and retain top talent.
The challenge is clear: insurers must expand access to neurodiversity-focused benefits beyond big business, and SMEs must advocate for these solutions. With the right guidance from consultants and advisers, SMEs can bridge the gap.
