Workplace
What do we mean by ‘workplace accessibility’?
Workplace accessibility is about removing barriers to make sure people who move, think and process information differently can take an active and unimpeded part in working life.
…But real workplace accessibility isn’t about ticking a legal box. It’s about creating an environment where everyone can thrive. It’s about designing spaces, workflows, and company cultures that don’t just accommodate differences but actively remove barriers, seen and unseen, so every employee feels empowered to bring their best to the table.
Whilst physical workplace accessibility—think ramps, lifts and ergonomic workspaces—remains essential, accessibility goes beyond the physical, even though it’s a topic that industries tend to talk about less. That’s why this article focuses on workplace accessibility and neurodiversity, and specifically supporting colleagues with dyslexia, ADHD, and autism, and how supporting neurodivergent talent to thrive is good for everyone—colleagues and businesses.
Neurodivergent people, historic challenges, and workplace accessibility
Despite progress in diversity and inclusion, many neurodivergent people still face significant barriers to employment. Recruitment processes have traditionally favoured a narrow range of communication styles and cognitive approaches, and these can exclude talented individuals whose strengths may not align with traditional expectations— think things like spelling and grammar, communication style, or eye contact.
So many neurodivergent professionals encounter obstacles across applications, interviews and inductions. From job descriptions that are difficult to decode and process to interviews that reward quick verbal responses over thoughtful analysis, it can feel like an uphill struggle— and even after securing a role, many find themselves facing environments that are not designed with neurodivergent needs in mind.
The City & Guilds Foundation’s 2025 Neurodiversity Index Report shows that more than 40% of neurodivergent employees regularly face challenges at work, and over half have taken time off due to these difficulties. The result is a loss of talent, creativity, and innovation for businesses.
But there is growing recognition that supporting workplace accessibility for all can be beneficial to every level of a business. Getting more neurodivergent talent on the books and into comfortable, optimised roles that they can excel in is regarded by a growing number of businesses as a future-proofing—and a site of strategic opportunity.
Which businesses have been focusing on accessibility recently?
Leading organisations across technology, finance, energy, and professional services are investing in workplace accessibility as a core element of their talent and innovation strategies.
For example, global business and technology transformation partner Capgemini has gone to lengths to embed neuro-inclusion into its day-to-day working and hiring practice, ensuring that neurodivergent employees are supported from day one. EY advocate for neurodiversity-powered transformation and for businesses to wake up to the potential of neurodivergent talent and workplace accessibility for all, and have long-established neurodiversity hubs and Centres of Excellence across their locations.
But it’s not only large corporations making progress. SMEs across the country are reviewing their recruitment practices, simplifying job descriptions, and offering alternative application methods. According to a 2025 survey by the Recruitment & Employment Confederation, 43% of senior leaders have now received neurodiversity training, which represents an increase from previous years. And whilst only 34% of employers currently offer alternative application routes, this figure is set to rise as awareness grows— meaning a more accessible tomorrow is on the horizon, even if it’s still a good few miles away.
And initiatives like these represent somewhat of a paradigm shift. Instead of seeing neurodiversity as a compliance issue, and a legal requirement, more and more employers are seeing the commercial benefits of workplace accessibility in that it opens up a whole new pool of talent, and a whole new sphere of opportunity to move forward into a new era together.
Future-proofing your business? Think hard about workplace accessibility
The economic climate in 2025 is… challenging, to say the least.
Many organisations are navigating uncertain markets, increased competition, and shifting customer expectations. According to the Office for National Statistics, payrolled employee numbers fell by 63,000 between February and March 2025, underlining the pressures facing employers-particularly SMEs.
At the same time, the initial excitement around artificial intelligence and automation is giving way to a more nuanced conversation about what truly differentiates successful organisations. A recent PwC report found that 72% of business leaders now see workplace culture and talent as their biggest competitive advantage, ahead of technology and capital investment.
In this context, workplace accessibility is emerging as a key differentiator. Businesses that invest in accessible practices are not only better positioned to attract and retain top talent, but also to adapt quickly to change. Gen Z and millennial employees, in particular, expect employers to demonstrate a genuine commitment to inclusion.
Increased sector competition and changing public attitudes mean that businesses can no longer rely on traditional approaches. Customers and clients are also paying closer attention to how organisations treat their people: as well as sites like Indeed and Glassdoor, where colleagues can rate their employers on a number of work-related issues, the rise of callout culture on social media has opened up the floor to thousands of employees who felt like their needs weren’t met by the people who employ them.
In a crowded marketplace, a reputation for workplace accessibility and inclusion can be the deciding factor for both talent and business partnerships— and businesses that renege on those expected commitments can expect a revenue fallout.
Your legal requirements… and why going further pays off
UK law is clear: under the Equality Act 2010, employers must make reasonable adjustments for disabled employees, including those who have neurodiversities that fall into the legal category of disability. Failing to do so can result in legal action, reputational damage, and the loss of talented staff.
13% of UK employers have already faced employment tribunals related to neurodiversity issues.
But there’s evidence to suggest that the most successful organisations are those that go beyond the minimum legal requirements and really make adjustments accessible for all who need them. The Business Disability Forum’s Great Big Workplace Adjustments Survey 2023 shows that 49% of disabled employees say adjustments help them remain in their jobs, and 48% report increased productivity as a result.
6 simple ways to make your workplace accessible for neurodivergent talent!
Improving workplace accessibility for neurodivergent employees doesn’t require a complete business overhaul, or even a lengthy process. What matters is a dialogue with the employees you’re looking to support and protect, and making sure that you’re not applying a ‘one-size-fits-all’ approach to neurodiversity and disability in the frameworks you create and the changes you action.
🧠 Review your hiring processes. Ensure that job descriptions are clear, concise, and free of unnecessary jargon. And don’t forget that for some people, traditional route of application progression (application, interview, task, interview, maybe another interview) isn’t in line with their workplace accessibility needs: offer alternative application methods, such as video submissions, shorter stages or written responses, and provide interview questions in advance where possible.
🧠 Rethink office design. Create quiet zones or breakout areas for focused work. Adjustable lighting, noise-cancelling headphones and flexible seating options can help reduce sensory overload, too. And try to provide a place to work unobserved: it can make the office environment easier to deal with for those who find it challenging to maintain their attention, or who find the support solutions they’re using make them feel overly visible to their peers.
🧠 Embrace flexibility. Offer remote and hybrid working options, flexible hours, and the choice to work in quieter environments. The shift to remote work during the pandemic showed that flexibility benefits everyone, with 52% of disabled employees reporting that it was the first time they could work in a way that suited them.
🧠 Foster an open-door policy. Encourage employees to discuss their workplace accessibility needs and request adjustments without fear of stigma. And train managers to have supportive conversations, and act quickly on feedback: no matter what you’ve got on your priorities at C-Suite level, that preparedness has to filter down to each and every member of the business, too.
🧠 Invest in assistive technology. Tools such as reading pens, screen readers and timekeeping software can help neurodivergent employees work more efficiently and comfortably. And as digital work becomes the norm, ensuring that your systems and documents are accessible is essential to workplace accessibility. Remember: screens aren’t so easy for everyone, so make sure employees have access to things like dark mode and blue light blocking overlays, even in bespoke software.
🧠 Build a culture of inclusion. Go beyond compliance by embedding accessibility into your organisational values. Celebrate neurodiversity in internal communications, share success stories, and make accessibility a regular topic of discussion— making your commitment to workplace accessibility visible is one thing, but making it tangible is another.
Why accessibility is good for business, and good for people
Workplace accessibility is central to business in 2025. By prioritising accessibility for neurodivergent employees, organisations can do their bit to open the door to a brighter future for working neurodivergent people, unlock untapped talent, drive innovation, and build teams that represent the people they serve and sell to.
In a rapidly changing world, the businesses that thrive will be those that recognise and harness the strengths of every individual. By making workplace accessibility a core part of your strategy, it’s not just future-proofing your business— you’re building a workplace where everyone can thrive.
Start by listening to your employees, reviewing your policies, and seeking expert guidance where needed. Every step forward is an investment in the future!