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Organisations are increasingly recognising that creating inclusive environments for neurodivergent people is not simply a matter of compliance or policy. It is important for all of us to foster an environment that is conducive to neurodiversity, and to recognize and emphasize each person’s individual strengths and talents while also providing support for their differences and needs. It is important that people who need and desire behavioral supports or interventions to promote communication, social, academic, and daily living skills have access to those services in order to maximize their quality of life and developmental potential.<\/p>\n<\/p>\n
The gap between those numbers is partly a gap in understanding, which starts with what the words \u201cneurodiversity\u201d and \u201cneurodivergence\u201d mean (Choudhary, 2025). Collectively, barriers are widespread \u2013 91% of neurodivergent professionals reported at least one barrier to moving into new positions. This inclusion gap reduces within truly inclusive organizations, where 57% of the neurodivergent professionals report that they never or rarely experience non-inclusive behaviors. A chart showing that neurodivergent professionals express almost four times more dissatisfaction with workplace relations than career development factors.<\/p>\n<\/p>\n
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We also tested the impact of neuroinclusion on respondents\u2019 skill proficiency. Expanding neuroinclusion throughout organizations is a vital way to unlock the transformational skills that will drive the next frontier of business value. Discover how EY teams are helping to shape the future of your industry. Enabled by data and technology, our services and solutions provide trust through assurance and help clients transform, grow and operate.<\/p>\n<\/p>\n