Thriving Through Inclusion: Why Mental Health and Neurodiversity are the Keys to Workplace Innovation - Secrets of a Chief People Officer
As we mark?World Mental Health Day?on 10th October and acknowledge?ADHD Awareness Month in October, it’s the perfect time to reflect on how businesses are addressing both mental health and neurodiversity in the workplace. Over the last decade mental well-being has rightly taken its place on the agenda of many organisations, but there’s an equally important conversation to be had about neurodiversity —conditions such as ADHD, autism, and dyslexia — which affect a significant portion of the workforce (diagnosed or not).
Now, before delving into my thoughts on this topic, I have to admit, this is something that I am still learning about; it's not something that I gained knowledge in from any of my studies, (Undergraduate Degree or Post Graduate studies in Human Resource Management). But, I've taken an active interest certainly in the last decade largely driven from needing to understand this personally to support people I know, as well as bringing up my son to recognise that we are all unique in our own special way as he navigates fostering healthy friendships with diagnosed children he goes to school with).
Moving on.. here's what I fundamentally believe to be true... When organisations embrace both neurodiversity and mental health, they can create environments where everyone—neurotypical and neurodivergent— can thrive. But what does that look like in practice? There’s many a conversation I have been involved with around encouraging awareness and education, but few organisations I see are actually talking about what they are practically doing to make their business more neurodiverse. Let’s explore how some leading companies are rising to the challenge.
?The Overlap Between Mental Health and Neurodiversity
Mental health and neurodiversity are deeply intertwined, with ADHD (Attention Deficit Hyperactivity Disorder) providing a clear example of this connection. ADHD is a neurodevelopmental disorder affecting attention, impulse control, and executive functioning. According to the World Health Organization (WHO), approximately?5% of adults worldwide have ADHD, yet many remain undiagnosed. This is partly because ADHD symptoms in adults, such as forgetfulness or difficulty with time management, are often mistaken for stress or personality traits.
ADHD remains underdiagnosed in women, who tend to exhibit less obvious symptoms, such as inattentiveness rather than hyperactivity. Research published in the?Journal of Attention Disorders?shows that women are particularly vulnerable to being overlooked. As a result, many individuals with ADHD face challenges in managing anxiety, depression, and burnout, which are common co-occurring conditions for those with untreated ADHD.
According to studies in?The Lancet Psychiatry, undiagnosed ADHD and other neuro-developmental conditions can lead to significant workplace difficulties, particularly in environments that demand high levels of organisation and prolonged focus. I was genuinely shocked to learn that only?22% of autistic adults?in the UK are in any form of paid employment, and just?16%?work full-time (published stats by the National Autistic Society released in 2021). Despite the unique strengths many individuals with autism bring to the workplace—such as creativity, attention to detail, and innovative thinking—far too many are being left out. This highlights the urgent need for businesses to address the barriers that prevent neurodivergent individuals from accessing and thriving in employment.
??
With proper support — such as flexible working arrangements and clearer communication—organisations can help neurodiverse employees manage their mental health more effectively and unlock their full potential. Let's look at how this is working in some leading companies.
?
Leading by Example: Companies Championing Neurodiversity
Some companies are already taking significant steps to support neurodiverse employees and harness their potential. These businesses understand that creating a truly inclusive culture goes beyond a one-size-fits-all approach. The examples below I have included links at the very bottom of my blog to take you through to see information about their programmes.
Microsoft: Autism Hiring Programme
Microsoft is a pioneer when it comes to hiring and supporting neurodiverse employees. Their?Autism Hiring Programme was designed to help individuals on the autism spectrum integrate into the workforce by offering a structured interview process and tailored onboarding. This not only reduces the anxiety typically associated with recruitment but also enables neurodiverse candidates to showcase their strengths in a supportive setting. By creating an environment where autistic employees can thrive, Microsoft has tapped into a rich vein of talent, with a focus on attention to detail and logical thinking that has driven innovation across teams.
SAP: Autism at Work
SAP’s?Autism at Work?initiative is another brilliant example. When the initiative was launched, SAP had a goal of having 1% of its workforce made up of individuals on the autism spectrum and so they developed a programme that pairs neurodiverse employees with roles that suit their strengths. Whether it’s data analysis or coding, neurodiverse individuals bring a unique perspective that helps SAP stay ahead of the curve in innovation and productivity. 1% seems quite a small number, but the initiative was a pioneering effort when launched in 2013, helping to break barriers and set a new standard for inclusion in the tech industry. They also target a 90% retention rate for these individuals. I can't actually find what their current target is, but I'd hope it's higher than 1% some 11 years on.
?
EY: Neuro-Diverse Centres of Excellence
EY has gone a step further by establishing?Neuro-Diverse Centres of Excellence. These centres are designed to capitalise on the analytical strengths of employees with ADHD, autism, and dyslexia. By offering specialised training and support, EY has cultivated an environment where neurodiverse talent isn’t just accommodated but celebrated. The result? A more creative, agile workforce that excels in problem-solving and innovation.
?
Orange Business Services: Leading with Inclusivity
Orange Business Services has also made significant strides in embracing neurodiversity. They recently highlighted their efforts on LinkedIn, noting that neurodivergence affects 15-20% of the global population, yet many companies still fail to recognise the value of neurodiverse talent. At Orange Business, they have introduced resources like neurodiversity e-learning modules and a workplace design framework that incorporates cognitive accessibility features and quiet spaces. These adjustments ensure that both neurotypical and neurodiverse employees can contribute their best work.
?
领英推荐
?Creating a Thriving Workplace for All
As a Chief Human Resources Officer (CHRO) / Chief People Officer (CPO), what should be coming to mind right now is how we, as leaders of business, have a responsibility to work with our fellow C-Suite to shape workplaces that support neurodiverse employees and foster mental well-being. The statistics are clear—there are significant gaps in employment and support for neurodivergent individuals like those with autism or ADHD. If only?22% of autistic adults?in the UK are in paid employment, and?5% of adults?globally have ADHD (many of whom remain undiagnosed), there is an undeniable need for us to act.
We should be asking ourselves:
?
?
?
What Action Should We Be Taking?
From my perspective as a CHRO/CPO, the next steps should focus on both short-term interventions and long-term strategies. This means:
?
?
?
The Key to Innovation Lies in Embracing Mental Health and Neurodiversity
?
As CHROs, we are uniquely positioned to drive this change. By making neurodiversity and mental health a top priority, we can create environments where all employees feel valued, supported, and empowered to contribute their best work.
As businesses look for ways to foster innovation and creativity, embracing neurodiversity and supporting mental health offer a powerful answer. Neurodiverse employees bring fresh perspectives, problem-solving abilities, and unique approaches to challenges—traits that are essential for driving innovation. Companies like Microsoft, SAP, EY, and Orange Business Services have already recognised the benefits and are leading the way with inclusive initiatives. Bravo to these organisations for setting the standard. Now is the time for others to follow. By making mental health and neurodiversity a priority, we not only create more compassionate workplaces but also position our companies to thrive in an increasingly competitive landscape. The future of work is inclusive, innovative, and bold—it’s up to us to make it happen.
Don't forget to follow me, to never miss an edition!
Leading by Example: Companies Championing Neurodiversity - Links to companies mentioned.
SAP, would love to know how your Autism at work is doing and whether you have increased on your 1% of workforce goal set in 2013?
Sally Spicer Natalie Clark, the work you're doing with supporting businesses with inclusive hiring is brilliant and so needed. Would love your thoughts on my most recent blog and any great examples you've seen in companies leading the way here.
Laurent Aufils, I was inspired by your recent post on how Orange Business is leading the way with your neurodiversity initiatives. This is a great example that I wanted to share with my network in my most recent blog.