Creating more inclusive workplaces requires more than understanding neurodiversity. It means recognising strengths, removing barriers and giving employers the practical tools to help people thrive.
That was the focus of Inclusive Employment in Practice, an event hosted by Pluss, bringing together employers, partners and stakeholders to explore inclusive recruitment, neurodiversity, reasonable adjustments and the changing employment landscape.
The event provided an opportunity to share practical approaches, strengthen connections and consider how organisations can create workplaces where neurodivergent people can succeed.
Understanding neurodiversity at work
The event explored what neurodivergence means in the workplace, highlighting that people process information, learn, focus, communicate and experience the world in different ways.
Importantly, the session focused on strengths as well as challenges. Neurodivergent people can bring creativity, innovative thinking, deep expertise, attention to detail, pattern-spotting, resilience and determination to the workplace.
However, the environment also matters. Sensory overload, unclear communication, sudden changes and traditional recruitment or assessment processes can create barriers that prevent people from showing their true potential.
As the event highlighted, the right conditions can reduce barriers and unlock potential.
Moving from awareness to practical support
The event explored practical ways employers can create more inclusive workplaces, including an engaging activity using Mr Men and Little Miss books to explore neurodivergent challenges and the support that can help people thrive in different environments.
The stories, first published in 1971, provided a relatable way to consider how individual differences can affect people’s experiences and how the right support can help them overcome barriers and reach their potential.
From there, delegates explored practical workplace adjustments that can make a significant difference, including flexible working, quieter spaces, written instructions, clear deadlines and additional processing time.
They were also encouraged to ask rather than assume, communicate clearly, review recruitment barriers, reduce sensory load, train managers and connect employees with appropriate support.
These approaches are not about lowering standards. Instead, they are about understanding what may be getting in the way of someone doing good work and considering what can be changed to help them thrive.
Reasonable adjustments doesn’t have to be a costly and scary experience. Ultimately, these stories that we had as kids gave us the tools that we needed to be kinder and more supportive to the people that are in our lives
Dianne, Partnership Manager for Pluss
Looking at the person, the workplace and the system
A key message from the event was that when someone is struggling at work, the first question should not necessarily be, “What’s wrong with them?”
Instead, we can ask:
“What is getting in the way of this person doing good work, and what can we influence?”
Sometimes the answer sits with the individual. Sometimes it sits within the work or the wider environment.
Often, it is the interaction between all three.
This strengths-based approach helps shift the conversation from trying to change the individual to understanding where friction exists and what practical support could help.
The role of coaching and leadership
Tina Squire, Founder and CEO of Adeptina, explored how coaching can help turn awareness into action.
Rather than simply giving people more advice, neurodiversity-informed coaching can help individuals understand patterns, experiment with strategies, develop self-advocacy and build sustainable ways of working.
Coaching can also support managers and leaders to explore their own assumptions, improve communication and think differently about workplace barriers.
As Tina highlighted, organisations can also build internal coaching capability, helping managers, HR teams, mentors and coaches ask better questions and recognise when the solution may need to sit beyond the individual.
Preparing for a changing employment landscape
The event also considered upcoming UK employment law changes and what they mean for employers.
Practical areas discussed included reasonable adjustments, Statutory Sick Pay reforms, flexible working, family leave, probation and changes to unfair dismissal protection.
Employers were encouraged to review policies, strengthen manager training, develop clear adjustment processes and consider how recruitment practices can become more accessible and inclusive.
These changes provide an important opportunity to build workplaces where people can access the support they need to succeed and remain in employment.
Building inclusive employment together
Inclusive employment benefits individuals, employers and communities. However, creating lasting change requires genuine collaboration.
By bringing employers, support organisations and other stakeholders together, Inclusive Employment in Practice created space to share knowledge, challenge assumptions and identify practical ways to remove barriers.
At Pluss, we believe that everyone should have the opportunity to find meaningful and sustainable employment. Through personalised support, employer engagement and strong partnerships, we can help create pathways where people can thrive.
The event reinforced a simple but important message: inclusive employment is not just about understanding difference. It is about creating the conditions where people can do their best work.
If you’re an employer or support provider who would like to learn more about inclusive recruitment, neurodiversity or the employment rights act changes please contact AskPluss@pluss.org.uk.
