Neurodiversity & Neuroinclusion Blog

Hiring should measure what matters for the job—not how fast someone can decode tiny text in a noisy room or navigate an inaccessible testing platform. This guide sets out lawful, evidence-based adjustments for psychometric and online assessments in the UK, so you can keep validity high and remove avoidable barriers. Your legal footing (in plain English) Under the Equality Act 2010, employers must make reasonable adjustments in recruitment where a disabled candidate would oth

Practical examples of reasonable adjustments at work for employers and managers, showing how small changes can remove major barriers.

A practical look at common workplace needs assessment problems, why they happen, and how employers can make the process more useful and inclusive.

Most neurodiversity-related tribunal cases do not begin with hostility. They begin with drift. A manager notices that an employee is struggling, but assumes it is a performance issue. A support request is raised, but gets delayed. Communication remains vague. Adjustments are discussed, but not implemented. Trust drops. Stress rises. Performance concerns escalate. By the time the organisation is thinking legally, it has often already mishandled the practical part. That is why

Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role, not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful. Your legal footing (two plain-English rules) First, the Equality Act 2010 requires employers to

A practical guide to Access to Work for neurodivergent people, including what it can fund, who can apply and how to describe workplace barriers clearly.

Neuroinclusion in Social Care: 5 Practical Adjustments That Strengthen Staff Confidence By Jade Bossman-Yankey, Senior People Manager at Log My Care Working in social care is incredibly rewarding, but it’s also one of the most demanding environments to be part of. The pace is fast, the emotional weight is real, and the responsibility is huge. It asks a lot from every person on the team. Before moving into People & Culture, I actually started my career in social care myself,

How to make workplace support more accessible, consistent, and useful for neurodivergent employees without overcomplicating the process.

A clear Access to Work UK guide for neurodivergent professionals and managers, covering support, workplace adjustments, and practical next steps.