Supporting neurodivergent colleagues doesn’t require expert knowledge – it requires empathy, awareness, and good communication. But well-meaning support can sometimes feel intrusive if handled the wrong way, causing an employment claim (which are uncapped for businesses)!
Here’s how to strike the right balance.
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Ask – Don’t Assume
Not every neurodivergent person has the same needs, and not everyone chooses to disclose their diagnosis.
If you want to offer support, ask respectful, open-ended questions such as:
“Is there anything that would make your workload or workspace more comfortable for you?”. Avoid guessing or labelling someone’s behaviour – instead, focus on creating a space where they feel safe to speak.
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Use Clear, Consistent Communication
Neurodivergent colleagues may prefer written instructions, structured meetings, or extra time to process information. Being clear and predictable in your communication helps everyone – not just neurodivergent team members – work more effectively.
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Respect Privacy and Boundaries
Never share someone’s neurodivergent status or challenges without their permission. Disclosure is personal, and confidentiality builds trust. If someone does open up, thank them for their honesty and reassure them that their information will remain private.
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Focus on Strengths
Shift the conversation away from “limitations” to unique strengths. For example:
- Someone with ADHD may excel in fast-paced or creative tasks.
- A colleague with autism may bring exceptional attention to detail or reliability.
By recognising these assets, you move from accommodation to appreciation.
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Offer Flexibility
Small adjustments can make a big difference – such as flexible working hours, quiet zones, or assistive technology.
Flexibility signals respect and reduces unnecessary stress, leading to better wellbeing and productivity across the team.
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Lead by Example
If you’re in a leadership or management role, your actions set the tone. Model patience, openness, and inclusion in every interaction. When employees see that neurodiversity is valued at every level, a culture of acceptance follows.
Turn Awareness into Action
Understanding how to support neurodivergent colleagues starts with education. Our CPD-accredited Neurodiversity Awareness e-learning course gives your team the knowledge and confidence to create an inclusive, legally compliant, and supportive workplace. Book a short demo here!
- 30 minutes online
- Written by award-winning employment lawyers
- Recognised by judges as a valid defence in tribunals
- Just £25PP or £35PP for 12 months unlimited access to all our e-learning courses
