While many neurodivergent people do not regard themselves as disabled, their particular condition may nevertheless meet the legal definition of disability set out in the Equality Act 2010. In such cases, their employer has a legal obligation to protect them from disadvantage and discrimination.

Yet, despite this legal protection, many neurodivergent individuals continue to face barriers and discrimination at work, resulting in high levels of unemployment, pay disparity and undue disciplinary action. A lack of awareness means that businesses may not even realise that their existing practices are putting neurodiverse talent at a disadvantage.

Startups are in a unique position where they can embed neuroinclusion into their business strategy from an early stage. To do so, it's essential that leaders understand their obligations and re-examine practices throughout the entire employment lifecycle to tap into this underutilised talent pool. Birkbeck's Research Centre for Neurodiversity at Work found that, when enabled to thrive, neurodivergent talent can bring core work strengths that are essential for navigating the modern business landscape, some examples include: hyperfocus, creativity, attention to detail, and innovative thinking.

As consumers and investors continue to gravitate towards businesses that align with their own morals, it's important that startups don't just 'talk the talk' but that they also 'walk the walk'. Given 15 to 20% of the UK population are neurodivergent – and more than half of Gen Z identify as "definitely" or "somewhat" neurodiverse – it is essential for employers to 'bake in' inclusive practices that benefit all candidates. In doing so startups will be better positioned to recruit and retain talent of all neurotypes and stand out in a competitive market.

Implement universal adjustments

To create a truly inclusive workplace, businesses must establish adjustments and accommodations universally throughout the employee experience.

This can start with the recruitment process by eliminating complex jargon and ambiguous language from job adverts and including a clear equity statement that highlights the company's commitment to neuroinclusion so that all candidates are aware of their ability to disclose adjustments at any time. Job descriptions should also clearly distinguish between "essential" versus "desirable" criteria as neurodivergent candidates may be put off from applying if they feel they don't meet all requirements.

At the interview stage, universal accommodations include setting expectations on what the process entails, the exact format, providing clear example questions in advance to aid preparation, and asking questions twice to allow for processing time. Interviewers should also avoid vague questions such as 'Where do you see yourself in five years?'. Instead, ask candidates directly about their future career aspirations and goals.

All professionals conducting an interview, whether it be a member of the HR team or a C-Suite leader, should be equipped to understand the different approaches needed to empower neurodivergent candidates to perform at their best. This means looking past small-scale social cues. A lack of eye contact, uncomfortable body language, a lack of enthusiasm, or prolonged moments of silence are often unintentional for neurodivergent individuals.

Create an open dialogue

Everyone is unique so it's important to nurture a safe space where all employees, regardless of their neurotype, feel comfortable to disclose their support needs at any stage in their employment journey.

Not everyone will want to disclose their neurodivergence. Some may not have a formal diagnosis, whereas others may have been diagnosed recently and could be unsure about what their options are. For those who are late diagnosed, businesses can provide a list of example accommodations that can be offered such as environmental adjustments, flexibility around working hours, specialised equipment, and changes to processes.

By starting open conversations with all employees on what they require to succeed in their role, leaders can better champion their employees as individuals and support neurodiverse employees to achieve their best.

Eliminate the barriers to progression

It's important that all staff can advance in their career regardless of their circumstances.

Neurodivergent employees are often overlooked for promotion opportunities due to assumptions about their ability to handle specific responsibilities such as public speaking.

When they are promoted, there is often a lack of transitional support to assist employees in adjusting to the demands of their new role. For example, an individual may suddenly be expected to manage and review the work of others. To tackle this, leaders should implement practices to ensure promoted employees or those looking to progress know what's required of them and how to achieve this. It could be providing specific management training or establishing a buddy system with a peer who can help them settle in and coach them on aspects of their role that may have changed. 

Taking a more conscious and proactive effort to identify untapped talent in the business and being committed to empowering them to grow will help build an inclusive, welcoming environment.

Establish meaningful neurodiversity initiatives

Inclusivity will only succeed if a business's engagement is authentic. Senior startup leaders must buy into and emphasise the importance of building awareness of neurodiversity in the workplace.

Providing robust training to all employees is the first step towards promoting greater understanding of the lived experiences of neurodivergent staff members. For employees involved in the decision-making process around promotions such as direct managers or HR teams, businesses should offer specialised training to ensure progression opportunities are equal. This will enable neurotypical employees to understand how to promote and support neurodivergent employees, reducing stigma, unconscious bias, and tackling any specific assumptions they may have about neurodiversity.

Leaders should also be aware of external services and resources to signpost employees who may need additional support beyond the workplace.

Proactivity and empathy are at the heart of supporting neurodiverse talent. Leaders need to understand their employees as individuals and leverage their unique strengths to shape the businesses of the future.

By fostering an environment where neurodivergent individuals can bring their true selves to work and discuss their needs without judgement, startups will be able to reap the benefits of a diverse, dynamic, and happier workforce.

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