Rethinking support: a thought-piece on inclusion for Neurodivergent employees

When I joined the West Midlands Combined Authority in September 2023, I braced myself for burnout. I genuinely expected to be hanging on by a thread within six months and out the door once my contract ended - a pattern all too familiar for many autistic and neurodivergent individuals in the workplace.

But something unexpected happened.

I walked into a team that met every one of my quirks and challenges with compassion and curiosity. Instead of having to mask or explain myself constantly, I was simply allowed to be, and that freedom meant I could show up as my best self - whatever that looked like on any given day.

Unfortunately, that’s still not the norm.

For many neurodivergent people, the workplace can feel like a minefield. The commute can be overwhelming. The social dynamics of an office, unavoidable. Even the physical environment - bright lights, loud chatter, constant movement - can make it impossible to focus or regulate.

To do the same 9-5 as their neurotypical peers, neurodivergent employees often have to work twice as hard - not just to complete their tasks, but to manage their behaviours in a way that’s “palatable” to others.

We’re told, “Be yourself at work.”
But too often, what’s really meant is, “Be yourself - but not too different.”

So, how can businesses – even the smallest ones - truly support their neurodivergent colleagues?

Offer Hybrid Working Options

Some days, the idea of commuting is just too much – especially in the summer when public transport becomes an overheated, noisy nightmare. Giving colleagues the option to work from home when needed can be a game-changer.

There have been weeks where I’ve asked to work remotely simply because I needed to stim freely, sit in a dark room with my sunglasses on, and get through my tasks without the added pressure of masking or socialising. Thanks to flexible working, I didn’t have to take a sick day or worsen my condition by forcing myself into the office. I could still show up and contribute - just in a way that worked for me.

Lead with Compassion and Curiosity

Every neurodivergent person is different - what supports one person might not work for another. That’s why it’s essential to check in and ask, “What do you need?”

When I first joined the CA, our team had a trip to London. At the time, I didn’t feel comfortable saying, “I can’t cope with the Tube.” So when my usual personality gave way to overstimulation and near tears, my manager approached me with compassion and curiosity: what can we do to help and what can we do better next time? That moment built a deep trust between us. It told me I was safe -  and seen.

Create Quiet, Low-Stimulation Spaces

Sometimes, it all gets too much. Having a dedicated quiet space - even just a meeting room or booth - can make all the difference.

At WMCA, we’re lucky to have sensory-friendly rooms with dimmed lighting, soundproofing, and calming tools. There are also quieter floors and cubicles available for when deep focus is needed. It’s not just about escaping the noise; it’s about creating an environment where everyone can thrive.

Stay Informed and Keep Learning

There are so many great resources out there to help businesses support neurodivergent colleagues - and many of them are free or low-cost!

For example, Happy Autistic Lady offers fantastic training and awareness sessions that are engaging and practical. The CIPD has excellent free guides on neuroinclusion at work, and the Brain Charity gives easy definitions for some of the language used around neurodiversity.

Inclusion doesn’t have to be complicated - it just takes willingness.

By offering flexibility, leading with empathy, creating sensory-safe spaces, and staying curious, we can build workplaces that don’t just accommodate neurodivergent people, but celebrate them.

Because when we’re supported, we don’t just survive - we thrive.