Inclusive Workplaces: Adapting DEI and Neurodiversity Policies for 2026

Inclusion isn’t just a tick-box exercise — it’s a competitive advantage. Research consistently shows that inclusive businesses enjoy stronger employee engagement, improved performance, and are more likely to attract and retain top talent. 

For SMEs in particular, where each team member plays a pivotal role, inclusive practices lead to better collaboration, more diverse thinking, and a more positive working environment.

But there’s also a growing legal and social expectation for businesses to do better. Discrimination claims related to neurodiversity and hidden disabilities are on the rise. Forward-thinking businesses are acting now to get ahead of this shift — not just to avoid risk, but because it’s the right thing to do.

While many businesses have made progress in areas like gender and ethnicity, policies that actively support neurodiverse staff (ie autism, ADHD, dyslexia, dyspraxia) are often lacking or too generalised.

2026 could be the time to evolve your DEI strategy and take practical steps towards a more inclusive, aware and supportive workplace. Here's how.

Understanding Neurodiversity at Work

Neurodiversity refers to the natural variations in how people think, process information, and experience the world. Conditions often included under the neurodivergent umbrella include:

• Autism Spectrum Condition (ASC)
• Attention Deficit Hyperactivity Disorder (ADHD)
• Dyslexia
• Dyspraxia
• Tourette’s Syndrome
• Sensory Processing Disorder

Estimates suggest that around 15–20% of the population are neurodivergent — meaning there’s a good chance some of your employees or job applicants are too.

But unlike visible differences, neurodivergence often goes unrecognised — and many employees choose not to disclose their diagnosis due to stigma or lack of awareness. This makes it vital that employers design policies and cultures that are naturally inclusive, rather than waiting for employees to ask for adjustments.

How to Evolve Your Policies: Practical Steps for SMEs

Creating a more inclusive workplace doesn’t have to be complicated or costly. By focusing on a few key areas, you can begin making meaningful changes that benefit both your team and your business.

Inclusive Recruitment

Traditional job adverts and interviews can unintentionally exclude talented applicants by placing too much emphasis on social skills or ambiguous requirements. To create a more accessible process, start by reviewing your job descriptions. Remove vague or non-essential criteria like “excellent verbal communication” if it’s not vital to the role. 

Consider offering alternative application formats — such as video submissions, written answers, or even audio responses — to accommodate different communication styles.

Interviews, too, can be adapted to reduce stress. Providing candidates with questions in advance or allowing extra time can make a huge difference. Group assessments or highly social tasks should be avoided unless they are core to the job role. By embracing a more flexible and transparent approach, you not only support neurodivergent applicants, but also improve the fairness of your hiring process overall.

Adjust Communication and Feedback Styles

Neurodivergent employees may interpret and process information differently, which means communication needs to be clear, consistent and considerate. Use direct, unambiguous language in job expectations, emails and feedback. Avoid vague phrases or implied meanings that may be misinterpreted. After meetings or important conversations, follow up with written summaries to help reinforce key points.

One-to-one feedback should be regular and structured, giving employees the confidence to understand their progress and ask questions. These simple adjustments can ease anxiety, build trust, and help everyone perform at their best.

Adapt the Working Environment

Physical workspace can also affect how comfortable and productive neurodiverse staff feel. Small changes like offering noise-cancelling headphones, creating quiet zones, or adjusting lighting levels can make a big difference. For some, remote or hybrid working arrangements may provide the calm, focus-friendly environment they need.

Encouraging staff to personalise their workspace where possible shows that you value their comfort — and supports better performance in return.

Flexibility as a Core Principle

Flexibility isn’t just about location — it’s about working patterns, expectations and autonomy. Offering flexible hours allows staff to manage their energy levels, medication routines, or avoid stressful commuting times. Allowing people to take breaks as needed or work in a task-focused way rather than to a strict schedule can help them thrive.

The key is to build flexibility into your policies as a standard — not as a favour — and to communicate clearly that employees are welcome to request adjustments without stigma. Inclusion grows when flexibility becomes part of your everyday culture.

Leadership, Culture and Training

Inclusive policies are only part of the picture. For meaningful change, you need inclusive leadership and a culture that actively values difference.

Train Line Managers

Line managers are on the front line of inclusion. But many are unsure how to support neurodiverse staff — especially if the employee hasn’t disclosed a condition.

Training can help them:

• Spot signs of neurodivergence without making assumptions.
• Create safe spaces for open conversations.
• Respond supportively to adjustment requests.
• Build confidence in discussing mental health, disability and inclusion.

This isn’t just a nice-to-have — it’s essential to creating a workplace where people feel they belong.

Build Inclusive Norms

Make it normal to:

• Ask what support someone needs.
• Talk about mental health and neurodiversity.
• Celebrate differences in how people think, work, and succeed.

Inclusive cultures don’t happen by accident. They’re built on leadership, awareness, and an openness to change.

Monitor, Measure and Improve

Inclusion isn’t a one-off project, it’s ongoing. Use anonymous staff feedback and inclusion audits to identify gaps and highlight what’s working. Set clear goals for inclusive hiring, progression and wellbeing, and revisit your DEI strategy regularly to ensure it evolves with your people and priorities. 

You don’t have to get everything perfect straight away — what matters is a consistent, genuine commitment to listening, learning and improving over time.

How The HR Dept Can Support You

Whether you're starting from scratch or looking to improve what you already have, The HR Dept is here to help you create an inclusive workplace that works for everyone.

We offer:

• DEI audits tailored to SMEs
• Inclusive recruitment training
• Policy writing support for neurodiversity and wider inclusion
• Guidance on reasonable adjustments and flexible working
• Manager training to embed inclusive thinking across your business

We’ll help you balance business needs with fairness, flexibility, and legal compliance — so you can attract great people and build a culture they’ll want to stay in.

Let’s make inclusion more than a policy — let’s make it a practice. Contact your local HR Dept today to see how we can support your DEI goals in 2025 and beyond.