Garner Training Solutions explores the benefits of neurodiversity ahead of September’s National Inclusion Week.
Variety is the spice of life! Does that apply to your team? September’s National Inclusion Week is a timely reminder great range of skills, insights, backgrounds and ideas delivers solutions and innovations. Could embedding inclusive workplace practices be an investment that reaps rewards? Let’s talk neurodiversity gains!
What are Neurodiversity Gains?
A neurodiversity gain is a positive outcome from adapting your working practices and culture to enable neurodivergent employees to apply their talents. When empowered to apply their critical, creative, logical or disruptive thinking, they can drive company performance and a competitive edge.
In research conducted by Everway, employers quantified neurodiversity gains as:
- 30% higher profit margins
- 28% higher revenue
- 2 x higher net income
- 6 x higher levels of innovation
- 8 x higher chance of achieving business outcomes
The gains extend to attracting and retaining talent, and not just among neurodivergent employees. The Report shares that 63% of neurotypical employees view a neuroinclusive workplace as a driver to apply for a role and stay. One reason is that it’s a clear sign that the company values its employees and wants to create a psychologically safe culture.
When you see the potential gains, you understand that building an inclusive workplace culture is a worthy investment.
5 Steps Towards Neuroinclusivity at Work
The Neurodiversity in Business & Birkbeck Report 2026 highlights what neurodivergent individuals need to be productive and contribute to the team. The good news is that their requests also benefit many other employees.
Here are 5 steps towards neurodiversity at work:
1. Flexible working structures – 75% state hybrid working prevents overwhelm
2. Team training to help everyone to better understand neurodiversity, especially line managers
3. Accessibility software – tools that help them manage workloads and communications
4. Dedicated quiet spaces – booths or rooms where they aren’t distracted by background noise
5. Inclusive recruitment practices – job descriptions and interviews that focus on skills
Fortunately, none of these is particularly difficult to achieve in many workplaces.
How I Can Help You Realise Neurodiversity Gains
I’m an advocate for neuroinclusive workplaces and regularly support actions that drive positive change and psychological safety.
These include:
- CDP-accredited neurodiversity in the workplace and psychological safety training modules
- Tips on and provision of skills-focused assessment tools
- Leadership coaching to support line managers working with neurodivergent teams
For further information on these and other resources, please email me at info@suegarner.co.uk.
