The Neuroinclusion Illusion
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The Neuroinclusion Illusion
By Helen Musgrove, Head of Consulting Genius Within
Over the last few years, neurodiversity has entered public consciousness with a bang. You can’t open a newspaper or scroll through social media without it popping up, and the business world is no exception.
Employers increasingly recognise the prevalence of neurodivergence within the workforce, and happily, the value that neurodivergent people can bring to their organisation (e.g. strengths in creativity, honesty, integrity, critical thinking and hyperfocus). Research by the Chartered Institute of Personnel and Development (CIPD) in 2024 found that 60% of employers say neuroinclusion is a focus for their business and 61% that their organisation genuinely values neurodiversity and will support neurodivergent individuals to perform at their best. However, the same research found that just 38% of employees say their organisation provides meaningful support to neurodivergent individuals, and only 31% feel comfortable to tell HR or their manager they are neurodivergent.
Why might there be such a disparity between the support that employers think they are providing, and how it is perceived by employees?
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The Neuroinclusion Illusion
By Helen Musgrove, Head of Consulting Genius Within
Over the last few years, neurodiversity has entered public consciousness with a bang. You can’t open a newspaper or scroll through social media without it popping up, and the business world is no exception.
Employers increasingly recognise the prevalence of neurodivergence within the workforce, and happily, the value that neurodivergent people can bring to their organisation (e.g. strengths in creativity, honesty, integrity, critical thinking and hyperfocus). Research by the Chartered Institute of Personnel and Development (CIPD) in 2024 found that 60% of employers say neuroinclusion is a focus for their business and 61% that their organisation genuinely values neurodiversity and will support neurodivergent individuals to perform at their best. However, the same research found that just 38% of employees say their organisation provides meaningful support to neurodivergent individuals, and only 31% feel comfortable to tell HR or their manager they are neurodivergent.
Why might there be such a disparity between the support that employers think they are providing, and how it is perceived by employees?
Additional Categories:
Downloads
Review and download pdf's and other resources below...
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