Neurodiversity is the natural range of how people think and process information. Neuroinclusion is how we design work so every mind can thrive. This guide brings both together so you can turn intent into action.
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Neurodiversity recognises that people experience and interact with the world in different ways. It includes conditions such as dyslexia, ADHD, autism, dyspraxia, and differences in executive function. These aren’t deficits, they’re variations in how our brains work. Each brings distinct perspectives, creativity, and problem-solving abilities that strengthen organisations.
Neuroinclusion is about removing the barriers that prevent those strengths from showing up at work. It’s giving people choice in how they read, write, focus, and communicate. It’s reducing the need to disclose, and creating environments where support is built in. When neuroinclusion becomes the norm, everyone benefits.
Employers have a duty to make reasonable adjustments for people with a disability, and that includes many neurodivergent conditions, a duty set out under the Equality Act 2010. Everway products are built to meet recognised accessibility standards, so the tools you give your team support that duty from the start.
The words we use matter. Neurodivergent describes someone whose brain works differently from what's considered typical. This includes people with dyslexia, ADHD, autism, and dyspraxia, among others. Neurotypical describes someone without these differences. Some people prefer "a person with dyslexia." Others prefer "a dyslexic person." There's no single right answer. The best approach is to ask, and follow what each person prefers. What matters most isn't getting every term perfect. It's creating a workplace where people feel comfortable being themselves.
“Creating a neuroinclusive workplace is good for people and good for business. When we remove unnecessary barriers and give employees the right support, we help people perform at their best while building stronger, more inclusive teams.”
Of the global adult population, 10% are dyslexic, 6% are dyspraxic, 5% have ADHD, and 1-2% are autistic. Each of these neurodivergent conditions will be experienced differently by every individual. As an employer, it's important to get to know your employees on an individual basis. That way, you'll find out more about their personal strengths and challenges. However, to help give you some awareness we've identified some common characteristics below.
Dyslexia is a language processing difficulty associated with challenges in literacy, information-processing, and maintaining focus. People with dyslexia may struggle with reading, writing, spelling, and proofreading, as well as organizing details and concentrating in the presence of background noise. However, dyslexia can also bring strengths such as pattern recognition, problem-solving skills, and strong verbal communication abilities.
Dyslexia is a language processing difficulty associated with challenges in literacy, information-processing, and maintaining focus. People with dyslexia may struggle with reading, writing, spelling, and proofreading, as well as organizing details and concentrating in the presence of background noise. However, dyslexia can also bring strengths such as pattern recognition, problem-solving skills, and strong verbal communication abilities.
Our Neuroinclusion Playbook gives leaders a practical roadmap for activating neurodivergent talent and designing a culture of belonging. Discover proven strategies from neuroinclusive leaders at EY, SAP, Wells Fargo and more.
Neuroinclusion isn’t just the right thing to do, it’s smart business. Around 15-20% of the population are neurodivergent. That’s 1 in 5 employees, whether diagnosed or not. When workplaces don’t consider neurodiversity, they risk losing out on the unique strengths these employees can bring.
ADHD
Hyperfocus, creativity, energy and problem-solving abilities.
Autism
Detail-oriented, deep focus, reliability and logical thinking.
Dyslexia
Innovative thinking, big-picture thinking and verbal skills.
Dyspraxia
Creativity, strategic thinking and resilience.
Dyscalculia
Creative problem-solving, strategic thinking and verbal skills.
positive impact on culture
enhanced innovation
improved employee retention
An Everway survey found that 61% of neurodivergent employees have experienced stigma at work. Of those who choose not to disclose, 44% worry it could hurt their career, and 42% worry about how managers or colleagues will see them. For many people, staying quiet still feels safer than speaking up. Neuroinclusion changes that. When support is built into how a workplace runs, rather than something people have to ask for, nobody needs to disclose just to get what they need to do their best work.
Masking is when someone hides or suppresses parts of their neurodivergence to fit in at work. It might mean forcing eye contact, rehearsing small talk, or holding back a fidget or stim in a meeting. Many people do it without realising, and it takes a real toll. Over time, masking can lead to exhaustion, isolation, and feeling like you can't be yourself at work. The best way to reduce it isn't to ask people to mask less, it's to build a workplace where they don't feel they need to. For more information, check out our blog with further information on what masking is.
If a neurodivergent employee needs extra support, the Access to Work scheme can help. It's a government scheme that can fund things like assistive technology, coaching, or workplace adjustments, whether or not someone has a formal diagnosis. Employers can also apply on an employee's behalf. It's one of the simplest ways to get practical support in place quickly.
Everway for Work helps you meet your obligations and support your people, without waiting for someone to ask. It gives every employee tools for reading, writing, and communicating in the way that works best for them, available to the whole team, not just those who've disclosed. That means fewer barriers, less risk, and a workplace where people can do their best work from day one.
A simple, inclusive solution giving every employee access to the tools they need to thrive.
A digital workspace that supports every employee and unlocks opportunities for all.
A “game-changing” solution helping all employees to produce their best work.
Discover webinars, guides, and real stories to help you build a more neuroinclusive workplace.
Our award-winning tool, Read&Write supports neurodivergent employees to reach their full potential. Find out how it can help create a neuroinclusive workplace today.
