A recent survey has found that the majority of businesses only become aware of an employee’s neurodivergence after they have been hired, delaying the provision of necessary support.

The HR Dept Ltd surveyed HR consultants in the UK and discovered that nearly nine in 10 (89 per cent) had worked with at least one employer in the past year who only learned of an employee’s neurodivergence post-hiring. More than half (56 per cent) reported working with multiple businesses facing this situation.

Additionally, 79 per cent of respondents observed an increase in businesses discovering an employee’s neurodivergence after hiring compared to the previous year. This raises concerns about the assumption that stigma around disclosing neurodivergence has lessened.

The survey gathered responses from 36 HR consultants to examine how businesses approach neurodivergence during recruitment and to assess employers’ understanding of supporting neurodivergent employees.

These consultants work with organisations across all UK regions, including the South West, North West, North East, Midlands, London, Wales, and Scotland. Their extensive local business experience provides deep insight into the challenges faced by employers.

Findings suggest that more job applicants are withholding disclosure of their neurodivergence until after hiring.

Sue Tumelty, Founder and Executive Director at HR Dept Ltd, attributes this to candidates’ fears of discrimination affecting their chances of securing a role. Consequently, employers only discover an employee requires additional support weeks into their employment.

“This benefits no one,” Ms Tumelty says, and adds that “employees are left without essential support, and employers struggle to accurately assess new hires’ progress.”

She continues, “Clearly, neurodivergence stigma persists, discouraging candidates from being upfront about their needs. Employers must foster an inclusive environment where interviewees feel comfortable disclosing support requirements. Additionally, businesses require better guidance on implementing inclusive practices effectively.”

The survey also revealed that 64 per cent of HR consultants believe employers lack a full understanding of what constitutes reasonable adjustments for neurodivergent individuals, with 22 per cent perceiving a significant gap in awareness.

More than half (56 per cent) of respondents reported that employers lack confidence in successfully implementing adjustments, and 17 per cent noted that employers are particularly unconfident in doing so.

Lucy Westlake, Director of The HR Dept Norwich and the East Coast, is unsurprised by these findings. She highlights that “employers already have substantial responsibilities. While awareness is improving and many want to do better, a lack of understanding and confidence is hindering progress. Greater support and training are needed, both for employees who suspect they are neurodivergent and for employers seeking to implement effective reasonable adjustments. Access to clear guidance on supporting individual needs must be improved.”

Employee management can also be complicated by concerns over handling neurodivergence appropriately. Tumelty acknowledges this challenge, stating, “increasing awareness will not only help employees receive the support they need but also provide managers with the confidence to differentiate between neurodivergence-related behaviour and other workplace issues requiring intervention.”

She adds, “behaviours stemming from neurodivergence are distinct from those related to misconduct or rudeness. Employers must feel assured in enforcing disciplinary procedures when necessary, especially if broader workforce wellbeing is at stake.”

Ms Westlake concludes, “recognising that individuals communicate and process information differently enables businesses to adopt more flexible approaches to internal communication, training, and assessments. By tailoring communication styles to engage everyone, not just neurodivergent individuals, organisations can create a more inclusive and effective workplace.”

Related

Creative ways to celebrate your team’s wins

19 February 2025
by Nicole Zammit

Recognising your team’s achievements is crucial for fostering a motivated and engaged workforce.

MHRA President Tony Zahra: ‘The trick is to get higher-spending tourists’

18 February 2025
by Nicole Zammit

He advocates for the continuous enhancement of Malta’s tourism offerings.

Home sweet home: 40% of US workers willing to take pay cut to work remotely

17 February 2025
by Sam Vassallo

The research was carried out by the non-profit, non-partisan organisation

How Malta’s small businesses tackle the January slump

17 February 2025
by Nicole Zammit

For many businesses, January is synonymous with a post-holiday slump.