The Neurodiversity Index 2024 highlights significant challenges faced by neurodivergent individuals in the workplace.
- Half of neurodivergent employees missed work last year due to inadequate support.
- 36% of surveyed individuals receive no workplace guidance or support.
- Improvements in neurodiverse hiring processes and strategies are noted year-on-year.
- Recommendations include inclusive hiring, neurodiversity champions, and training.
The recently published Neurodiversity Index 2024, conducted by City & Guilds in partnership with Do-IT Solutions, scrutinises the status of workplace support for neurodivergent individuals. The findings are stark: half of those surveyed had taken time off work due to a lack of sufficient support for their conditions. The absence of guidance in the workplace was evident, with 36% of respondents indicating they received no support whatsoever.
A notable 20% of neurodivergent employees are still in anticipation, waiting for necessary workplace adjustments to be implemented. The situation has real consequences, impacting productivity as individuals face cycles of burnout and resort to working outside normal hours to compensate for time spent managing personal conditions during the workday.
Interestingly, only 49% of the participants believe that disability and inclusion policies hold importance, a decrease from the previous year. Despite these challenges, the Neurodiversity Index does indicate progress in certain areas, including a rise in organisations adopting alternative application processes, now at 40%, and implementing neuro-inclusive strategies, up to 44%. A 7% increase in organisations with a neuro-inclusive commitment highlights a slow but positive trend.
The report introduces a new focus on how workplace demands on parents affect their capacity to care for neurodiverse children. Some 28% of organisations have yet to accommodate these needs, although 33% plan to introduce such support in future.
The Index aligns with insights from the Buckland Review of Autism Employment, advocating for embedding inclusive practices in hiring, appointing ‘Neurodiversity Champions’, mandating neuro-inclusion training for leaders, and ensuring comprehensive accommodations for all employees. Kirstie Donnelly, CEO of City & Guilds, emphasised the need for employers to enhance their approach to neurodiversity by increasing training and listening to neurodivergent employees.
The Neurodiversity Index 2024 illuminates the ongoing need for improved workplace support and policies for neurodivergent individuals.
