New research claims there is a lack of support for many neurodiverse employees

A significant proportion of employees feel unsupported in the workplace when it comes to neurodiversity, according to new research from City & Guilds. The organisation’s latest annual Neurodiversity Index 2025 reveals that nearly one in three neurodiverse employees are dissatisfied with the support they receive from their employer, while over a third of neurodivergent respondents reported that they had no onboarding support when starting their jobs.

The findings, released to coincide with Neurodiversity Celebration Week, highlight the ongoing challenges faced by neurodivergent employees in the workplace. The survey of more than 1,300 individuals and organisations across sectors such as banking, education, finance, and insurance found that 41 percent of neurodivergent employees experience workplace challenges on a daily basis. The report underscores the need for employers to better recognise these difficulties and implement meaningful changes to support their neurodiverse workforce.

One of the most concerning statistics is that over half of employees (51 percent) have taken time off work due to their neurodivergence, citing burnout, workplace conflicts, and mental health issues not being adequately addressed by existing leave policies. Additionally, 13 percent of organisations reported being involved in employment tribunals related to neurodiversity, reflecting the legal and ethical implications of inadequate support structures.

Despite these challenges, the report indicates some progress. The number of neurodivergent employees who felt they received an adequate or positive response after disclosing their condition has increased from 42 percent last year to 55 percent in 2025. More organisations are also improving accessibility, with 50 percent of company websites now offering accessibility features compared to just 35 percent the previous year. Additionally, 43 percent of senior leaders have received specific neurodiversity training in the past 12 months, marking a step towards greater awareness at the top levels of business.

The report outlines key recommendations for creating a more inclusive workplace, urging businesses to recognise that neurodivergent individuals have varying needs and may not feel comfortable disclosing their diagnosis. It emphasises the importance of respectful communication and tailored support, alongside broader investments in mental health resources to address workplace stressors that disproportionately affect neurodivergent employees.

Embedding diversity, equity, and inclusion (DEI) into organisational culture is another crucial recommendation. The report encourages businesses to make neurodiversity awareness a routine part of workplace practices and ensure that policies address the overlapping needs of employees with multiple conditions. By fostering open discussions and ensuring neurodivergent individuals receive equitable opportunities, companies can move towards a truly inclusive workplace.

Kirstie Donnelly MBE, CEO of City & Guilds, welcomed the progress seen in the latest index but stressed that more work is needed. “It’s great to see improvement areas such as training and accessibility in this year’s Neurodiversity Index, but there’s still a lot of work to be done to ensure more workplaces are neuroinclusive,” she said. “Reports such as this help organisations assess their current practices and policies, learn from the recommendations, and make reasonable adjustments. At City & Guilds, we wholeheartedly believe that by building awareness of neurodiversity and embedding it into workplace activity, we can better support more people to thrive.”

Several high-profile organisations have been featured in the report for their work in neuroinclusion, including technology consultancy Capgemini and Harbour Energy, the largest London-listed independent oil and gas company. Fiona McGowan, Director of Capgemini Invent, stated, “We all succeed when everyone feels like they belong. By embedding neuroinclusion and inclusion awareness into everyday conversations, coaching, and business practices, we have created an environment where all individuals can succeed.”