Neurodiversity Celebration Week 2025
- Corazon Health
- Mar 7
- 8 min read
Embracing neurodiversity and recognising the talents of neurodiverse minds.
About Neurodiversity Celebration Week
Neurodiversity Celebration Week is a worldwide initiative aiming to change society's perception of neurodiversity and to create a more inclusive environment that recognises and empowers neurodivergent individuals. It challenges stereotypes and misconceptions about neurological differences and celebrates their unique skills, strengths and talents.
This year’s campaign (17th – 23rd March 2025) will feature 24 free virtual events and panel discussions led by inspirational speakers who will share their personal stories and encourage meaningful conversations around neurodiversity and neuro-inclusion. All events are free of charge and open to all. Below is the full list of topics and you can register to as many panel discussions as you want:
What is neurodiversity?
The term ‘neurodiversity’ is credited to Australian sociologist, Judy Singer, and the American journalist, Harvey Blume, who were both using it at around the same time in the late 1990s. It is estimated that around 1 in 7 people in the UK are neurodivergent. Neurodiversity refers to the variations and differences in the way the brain functions. Neurodivergent individuals think, process, and interpret information in different ways to other people. Neurodiversity covers a wide range of neurological conditions, such as:
Autism Spectrum - is a neurodifference that shapes how people communicate and interact with the world. It is estimated that there are around 700,000 autistic adults and children in the UK.
ADHD (Attention Deficit Hyperactivity Disorder) - is characterised by differences in attention, activity levels and impulsivity. There are around 2.6 million people in the UK with ADHD.
Dyslexia - it shapes the way someone processes information. It primarily affects reading and writing skills.
Dyspraxia it influences someone’s movement, their spatial awareness, balance and co-ordination.
Dyscalculia - it relates to processing and understanding numbers.
Dysgraphia - affects the ability to recognise written words, and the relationship between letter forms and the sounds they make.
Someone who is neurodivergent might have traits of more than one condition. For instance, a person with ADHD could also have autism or dyslexia. Also, everybody on the neurodiverse spectrum is unique and the symptoms of neurological conditions can vary in their effects on different people. No two people with the same neurological condition will have the same experiences or the same strengths and challenges.
"Neurodiversity is not about deficits but differences. While society may focus on challenges, it is equally important to highlight the capabilities that neurodivergent individuals offer."
For many people, neurodiversity is viewed as a concept and social movement which aims to to replace negative, deficit-based stereotypes of neurodivergent individuals with a more balanced valuation of their unique talents and needs. It represents equality, diversity and inclusion and encourages to recognise and respect neurological differences among people.
To find out more about neurodiversity and specific neurological conditions, and discover interesting facts from research papers and reports, visit Neurodiversity Celebration Week's Resource Hub.
Neurodiversity in the workplace
Although it is evident that a diverse workforce is crucial to driving business growth and success, there still seems to be a lack of awareness of neurodiversity in some organisations. Many of the recruitment processes, workplace procedures and management practices are created without taking neurodivergent individuals into account. Embracing neurodiversity is about valuing cognitive diversity and there is a strong moral, legal and business case for neuro-inclusion. Neurodiversity provides access to a new set of skills and perspectives and often comes with unique talents, ranging from strong attention to detail, problem-solving, hyperfocus, creativity and outside-the-box thinking. Neurodivergent individuals think differently to neurotypical people, therefore they can be invaluable to a business as they may approach situations and problems in a different way.
Employers who recognise neurodiversity as an asset and not a deficiency, effectively accomodate neurodiverse employees and demonstrate an appreciation for their differing abilities can reap the rewards of increased productivity and higher levels of team creativity and innovation. By creating neuro-inclusive working environment, employers can also benefit from better staff attraction and retention, and have a much richer pool of talent as a result.
"Neurodiversity is vital for the future of work. By committing to ensuring your organisation is neuroinclusive and there is equality of opportunity and outcomes for all types of thinkers, you can ensure your organisation doesn’t get left behind."
How can you support neurodiversity in the workplace?
While neurodiverse employees may face challenges in the workforce, these can be overcome with openness, understanding and the right support in place. Employers must ensure they are facilitating inclusive working practices at all levels and acknowledge the untapped potential of neurodivergent employees. Below strategies can help you to leverage the full potential of neurodivergent professionals and create a more diverse workplace environment overall:
Ensure that your recruitment process is neuro-inclusive
Standardised and rigid application processes don't suit every applicant and employers should recognise that different candidates have different needs. Organisations should ensure that their recruitment processes are not excluding or disadvantaging neurodiverse candidates and this relates to job description, application process, pre-interview, interview and post-interview. Adjusting recruitment processes to accommodate diverse cognitive and communication needs can significantly enhance a neurodiverse candidate’s experience and help them perform better. Hiring Managers’ Toolkit for Neurodiversity from Dublin City University has some practical tips for implementing inclusive hiring practices.
Create an inclusive onboarding experience
Starting a new role can be very stressful for any individual, but particularly more for those who are neurodivergent. Letting employees know what to expect can significantly reduce their anxiety leading up to the first day. You should keep communication clear and concise,
and give them the opportunity to ask any questions related to the onboarding process. You should provide a thorough induction, including conversations about how the individual likes to work, sources of support and introductions to colleagues. It's also important to learn more about their neurodivergence, as it will help you understand how you can best support their unique characteristics, strengths, and challenges, so that they can perform at their best and feel valued.
Accommodate different needs
While neurodivergent employees can bring unique skills and strengths to the workplace, they may also face some challenges and it may be necessary to make workplace adjustments to support them in their role. Under the Equality Act 2010, neurodivergent workers are likely to meet the legal definition of disability, which means that they are protected from discrimination and have rights to reasonable adjustments in the workplace. Some of the adjustments for neurodivergent employees could include:
Flexible working arrangements
Flexible working arrangements are crucial for neurodivergent employees as they cater to diverse needs and strengths. For instance they can reduce sensory overwhelm of commuting and shared office spaces, or optimise employees' productivity during periods of peak focus. Flexible working arrangements could include remote work options, extra breaks, or change of working hours to allow employees to travel at quieter times where possible.
Sensory-Friendly Workplace Design
Assistive technology and equipment
You can find out more about reasonable adjustments in the Sussex Partnership NHS Foundation Trust's video:
Many of the adjustments are inexpensive and easy to implement, and they can be hugely beneficial for neurodivergent employees. Through our Management Referral service, Occupational Health Advisors can advise on reasonable adjustments and provide guidance on how to support the employee on an ongoing basis. They can also refer an employee for further, specialist Workplace Needs Assessment to establish what additional tools like specialist equipment and assistive technology are required to help employee perform in their role effectively.
Raise awareness and foster conversation around neurodiversity
A lack of awareness about neurodiversity in other people can lead to bias, assumptions, and stereotypes. Therefore, it's crucial that employers raise awareness and foster positive conversations to shift people's deficit-focused perspective of neurodivergence and recognise the unique strengths and capabilities that come with neurodiversity. This could be done through organising webinars, seminars or panel discussions with guest speakers about specific topics related to neurodiversity. Suitable and relevant training can help employees feel more comfortable talking about neurodiversity and react appropriately if a colleague discloses a neurodiverse diagnosis. Moreover, to increase understanding of different neurological conditions, you could share with your staff a wide range of resources like podcasts, research studies, articles, books, interviews or videos.
Support the launch of Neurodiversity Employee Resource Group
Encourage the formation of an Employee Resource Group that can cultivate a more inclusive organisational culture and provide valuable support for neurodivergent employees. The ERG
is a voluntary, employee-led group which provides a platform for individuals with shared identities to come together, share experiences, and advocate for their needs. Members of the group can share their experiences, organise various initiatives promoting neurodiversity, provide resources and raise awareness of their issues and challenges in the workplace.
Create a workplace policy on neurodiversity
By developing policies to support neurodiverse employees, you can create an inclusive and supportive work environment where everyone can thrive. Policy would provide a framework for managers and employees to follow, setting out steps to help prevent discrimination and ensure that neurodiverse individuals have the same opportunities for success as their colleagues. This could also be a good place to signpost useful resources and support networks. It's vital that neurodiversity policy is well communicated to all employees, and reviewed and updated regularly to ensure that it continues to meet the needs of neurodiverse employees.
To find out more about neurodiversity in the workplace, have a look at the following guides, podcasts and webinars:
How To Be More Neuro-Inclusive In The Workplace: A Guide for HR - Everymind at work
Neuroinclusion at work - CIPD and Uptimize
Increasing neurodiversity in the workplace - City & Guilds Neurodiversity Index Report
Hiring Managers’ Toolkit for Neurodiversity - Dublin City University
Neurodiversity in the workplace. Your toolkit - Institute of the Motor Industry
Fostering an inclusive workplace for neurodivergent individuals is not only a moral imperative but also a strategic advantage. Embracing neurodiversity in the workplace holds immense potential both for employers and employees. Many neurodivergent individuals bring unique insight, skills, strengths, talents, and diversity of thought, which contributes to enhanced productivity and business growth. By embracing neurodiversity and implementing neuro-inclusive practices, employers can unlock the full potential of their workforce, drive innovation and create a more supportive environment for all employees.
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