New neurodiversity guidance helps managers support every employee to thrive
The Business Disability Forum (BDF) has launched new guidance to provide practical advice to employers on how to support neurodivergent colleagues in the workplace.
Research suggests that an estimated 15 per cent of the UK population is neurodivergent, yet many managers are still unsure about how to provide the right support for their employees.
Over half of all enquiries to BDF’s Advice Service relate to neurodiversity at work. At the same time, recent research from the City & Guilds Foundation in its Neurodiversity Index Report 2026 found that managers are lacking the practical tools and knowledge needed to turn good intentions into real workplace change. The report found that neurodivergent employees continue to report lower levels of psychological safety, uneven support and delays in accessing workplace adjustments.
BDF has launched Supporting neurodiversity in the workplace: a practical guide for managers. The guide provides tips and advice for line managers, helping them build the confidence to start conversations, understand individual needs and to identify and put in place workplace adjustments, so neurodivergent employees can thrive.
Attention Deficit Hyperactivity Disorder (ADHD), autism, dyscalculia, dyslexia, development co-ordination disorder (DCD) and Tourette’s syndrome are some of the conditions associated with neurodivergence and mentioned in the guide, although there is no definitive list.
Natalie Leister, Head of Practice and the Advice Service at BDF, says: “Neuroinclusive businesses are better businesses. Workforces benefit from greater diversity but there is still a lot of misunderstanding about what neurodiversity in the workplace means and how to meet the needs of neurodivergent colleagues.
“Supporting neurodiversity in the workplace starts withunderstanding neurodiversity itself and the barriers that neurodivergent colleagues can experience, knowing how to spot the signs that someone may need support, and being clear on what support can be offered.
“We know that line managers have a pivotal role to play in discussing and securing adjustments that can significantly impact the day-to-day experiences of their neurodivergent employees. We hopeour guide will equip managers to hold those conversationsand to work with colleagues to put in place the right support.”
Tips for line managers include focusing on identifying the barriers the person finds challenging and identifying practical solutions. If someone is not sure what support may be helpful or what is available, discuss what your organisation can offer and signpost them to support.
The guide advises reassuring the person, especially if they are struggling with their role. and to encourage colleagues to identify and capitalise on their strengths at work.
In recent news, the BDF revealed that two-fifths of disabled adults surveyed believe that designing, developing and testing AI products with disabled people is key to making them more accessible.
