By Rosie Campbell, Thrive. 22nd December 2024

Employee wellbeing and mental health have long been priorities for businesses, but in 2024, we must go further. Neurodiversity — encompassing conditions like ADHD, autism, and dyslexia — is not just a compliance box to tick. It’s an opportunity to unlock unique talents and perspectives that can transform your organisation.

That said, I know many business owners and line managers feel overwhelmed by this topic. “What if I say the wrong thing?” or “How do I even start?” are common concerns I hear. Let me assure you: by taking small, thoughtful steps, you can build a workplace that supports both neurodiverse employees and those navigating mental health challenges. And trust me, the rewards are worth it.

Why Neurodiversity and Mental Wellbeing Matter

Neurodiverse employees bring incredible value to businesses — enhanced problem-solving, creativity, and attention to detail, to name a few. However, a staggering 30% of neurodiverse individuals face challenges finding and staying in employment [1]. Why? Because workplaces often don’t understand or accommodate their needs.

When you actively support neurodiversity and mental wellbeing, you’re not just being kind — you’re investing in a happier, more engaged workforce. Companies that focus on employee wellbeing see a 41% reduction in absenteeism and a 17% increase in productivity [2]. This isn’t just “good practice”; it’s good business.

Small Steps That Make a Big Difference

Supporting neurodiverse employees and mental health doesn’t have to be complicated or expensive. Here’s how to make real progress:

1. Build Awareness and Confidence

Lack of awareness is one of the biggest barriers to creating inclusive workplaces. Most employees and even managers don’t understand what neurodiversity is or how to respond to mental health challenges. This can lead to hesitation, fear, or even unintended exclusion.

Start by offering training that goes beyond the basics and dives into real-life examples. Show your team how small actions can lead to big changes. Encourage managers to lead by example — being vulnerable and open about their own learning journeys will make a significant difference in fostering a supportive culture.

It’s also important to make training practical. For instance, explain what reasonable adjustments look like in day-to-day scenarios. This could include quiet workspaces, sensory tools, or allowing additional time for tasks. Employees often feel more comfortable when they know their leaders are trying, even if they don’t get it right straight away.

2. Get the Basics Right

The basics matter more than you might think. Neurodiverse employees often face unnecessary stress because workplaces haven’t considered small adjustments that would make a world of difference.

For example, create quiet spaces or designate meeting-free times for those who are easily overstimulated. Provide clear and consistent instructions for tasks, breaking them down into manageable steps. One client I worked with found that offering visual instructions alongside verbal ones improved team efficiency by 15% — and reduced frustration for everyone involved.

Another critical area is flexibility. Consider alternative working arrangements, such as flexible hours or remote work options. These accommodations don’t just help neurodiverse employees; they often boost overall staff satisfaction.

3. Foster Open Communication

Creating a culture of open communication is essential. Employees need to feel safe disclosing their challenges and asking for support. To achieve this, line managers must take an empathetic approach, actively listening without judgement.

Hold regular wellbeing check-ins, even if it’s just 15 minutes every month. These informal chats can help uncover issues early, before they escalate. Pair this with anonymous feedback tools, which allow employees to voice concerns they may not feel comfortable sharing face-to-face.

Remember, neurodiverse employees may communicate differently. For example, some may prefer written communication or need extra time to process information. Tailoring your approach shows you’re genuinely committed to understanding their needs.

4. Prioritise Mental Wellbeing for Everyone

Mental health impacts all employees, not just those who identify as neurodiverse. By implementing initiatives that prioritise mental wellbeing, you create a culture where everyone thrives.

Consider offering access to Employee Assistance Programmes (EAPs) or counselling services. Another effective strategy is introducing mental health first aiders within your workplace. These trained individuals act as a first point of contact for employees experiencing mental health issues, providing reassurance and directing them to appropriate support.

Additionally, ensure managers understand the importance of balancing workloads. Overworked employees are more likely to experience burnout, which can spiral into long-term absenteeism. Simple adjustments, like encouraging regular breaks or supporting time management skills, can significantly reduce stress levels.

How Thrive. Can Help

At Thrive., we cut through the complexity of neurodiversity and mental wellbeing to give you actionable solutions that work. Here’s what we offer:

Neurodiversity Awareness Training

Our workshops equip line managers and employees with the tools to confidently support neurodiverse colleagues. You’ll learn practical strategies, how to make reasonable adjustments, and how to turn inclusivity into a strength for your organisation.

Mental Wellbeing Strategies

From bespoke wellbeing programmes to mental health first aid training, we help you create a culture where mental health is prioritised. We’ve seen businesses reduce absenteeism by 20% simply by implementing targeted wellbeing initiatives.

Workplace Audits

Our workplace audits identify barriers to inclusion and wellbeing. Thrive.’s unique system reduces reliance on occupational health by 70%, cutting costs and giving managers the confidence to handle challenges directly. For example, one organisation saved £300 per case while improving employee perceptions of their managers’ competence and care.

Hands-On Manager Support

We provide one-to-one guidance for managers facing specific challenges. Whether it’s managing a neurodiverse team member or navigating a complex mental health case, we’ll give you the confidence to lead with empathy and professionalism.

The ROI of Getting It Right

The business case for prioritising neurodiversity and mental wellbeing is clear. UK businesses lose £56 billion annually due to poor mental health management [3]. Meanwhile, organisations that focus on employee wellbeing see a 35% reduction in staff turnover [4].

But beyond the numbers, it’s about creating a workplace where people feel valued, safe, and empowered to succeed. Employees who feel supported are more engaged, more loyal, and more likely to recommend your business to others.

Take the First Step Today

Creating a workplace that embraces neurodiversity and mental wellbeing doesn’t happen overnight, but you don’t have to do it alone. At Thrive., we’re here to help you take meaningful action that drives results.

Contact Thrive. today to find out how we can support your business and make your workplace a place where everyone can truly thrive.

References

1. UK Office for National Statistics, Employment of Neurodiverse Individuals, 2024.

2. Deloitte, Mental Health and Wellbeing Report, 2024.

3. Centre for Mental Health, The Economic Costs of Mental Health, 2024.

4. CIPD, Health and Wellbeing at Work Survey, 2024.