Workplace: Progress and Pathways Forward

As we enter 2026, neurodiversity inclusion shows steady progress but persistent gaps, per major 2025 reports. The City & Guilds Neurodiversity Index 2025 (cityandguildsfoundation.org) highlights rising awareness: 44% of senior leaders discuss neurodivergence openly, manager training reached 35%, and 30% of organizations feature dedicated Employee Resource Groups (ERGs) for peer support. Disclosure rates improved to 53%, yielding more positive responses (55%), while adaptations like flexible recruitment (51%) advanced.

Challenges endure: 38% of employers cite knowledge gaps, and nearly one-third of neurodivergent employees report inadequate support. The EY Global Neuroinclusion at Work Study 2025 (ey.com) reveals only 25% of neurodivergent professionals feel truly included, with 39% planning to leave within a year due to issues like emotional wellbeing, sensory overload, and career barriers (91% face progression blocks). Mental health overlaps (e.g., 50% ADHD-anxiety comorbidity) remain underserved.

Emerging 2026 trends prioritize holistic strategies: transdiagnostic mental health integration, co-designed ERGs evolving into Centers of Excellence, and flexible hybrid models. Neurodivergent workers excel in high-demand skills—AI proficiency (79% usage), leadership (49%), and creative thinking—driving innovation and retention (up to 92% in inclusive firms). Skills-based hiring measures cognitive diversity’s business impact.

Sources: City & Guilds Neurodiversity Index 2025; EY Global Neuroinclusion at Work Study 2025; insights informed by Autistica’s Neurodiversity Employers Index framework.

True inclusion requires proactive, data-driven shifts to harness untapped potential.

Three Actionable Steps for Employers

1. Launch or Enhance ERGs — Establish neurodiversity-specific Employee Resource Groups with dedicated budgets for mentoring and events; aim for 30% organizational coverage by mid-2026 to build community and gather feedback on adjustments.
2. Implement Mandatory Training — Roll out line manager training on neurodiversity fundamentals, mental health intersections, and practical scenarios (e.g., flexible scheduling); target 40% coverage, integrating with EDI policies to address biases and promote psychological safety.
3. Adopt Flexible Work Policies — Prioritize hybrid/remote options and sensory accommodations (e.g., quiet spaces, noise-cancelling tools); conduct audits to ensure adjustments are delivered within one month of request, reducing turnover by focusing on individual strengths like AI proficiency or creative thinking.