Your questions answered
Earlier this month, The Neuroverse hosted a webinar for Pertempts on 'Supporting Neurodiversity in the Workplace’. At the end, several questions were left unanswered due to time constraints. Below are the answers to these questions.
1. Practical advice for integrating someone with a neurodiverse condition, particularly regarding communication styles (direct vs indirect)
Neurodivergent individuals often have different preferences in communication—some may prefer direct, unambiguous instructions, while others may need time to process or respond in written formats. Practical steps include:
Clarify expectations explicitly and in multiple formats (written + verbal). Speak to the individual and ask what type of communication they are comfortable with.
Avoid assumptions about tone or intent—what may seem abrupt to one person might feel clear and efficient to another.
Provide communication training for teams to recognise and adapt to different communication preferences.
📌 The Neuroverse offers neurodiversity awareness training and team workshops to build communication bridges and empathy within teams.
2. How can we support an employee who shows signs of neurodiversity but hasn't disclosed it?
Start by fostering an inclusive environment where disclosure feels safe but is not required:
Focus on supporting the individual’s needs, not their diagnosis.
Offer adjustments proactively (e.g., flexible breaks, quiet spaces).
Use universal design approaches—benefits everyone, not just those who disclose.
Create a culture where individuals feel safe to disclose any needs they have, showcase where support is offered and how to access it.
📌 The Neuroverse offers workplace audits and manager coaching on proactive inclusive practice that doesn't rely on formal disclosure.
3. How does this differ from the likes of DISC on behavioural preferences?
DISC assesses learned behavioural tendencies, whereas neurodiversity screening and the assessments given by ‘The Focus Academy’ focus on the neurological differences, skills and patterns of the individuals. These are innate and often linked to medical or developmental conditions like ADHD, autism, or dyslexia.
DISC is helpful for style and preference analysis.
Neurodiversity relates more to access needs, cognition, and workplace adjustments.
The two can complement each other, but neurodivergence may require more structural support than DISC captures.
📌 The Neuroverse works with The Focus Academy to provide a multitude of assessments for individuals, both neurodivergent and neurotypical.
4. Would absence be treated differently when it relates to neurodiversity symptoms?
Yes, under the Equality Act 2010, neurodivergent conditions may be classed as disabilities, meaning absence linked to that condition may be treated differently:
Keep a record of disability-related absence separately from general sick leave.
Adjust absence triggers where reasonable.
Focus on preventative strategies—adjustments and support can reduce absence in the first place.
Be flexible and supportive.
📌 The Neuroverse can support HR teams to implement equitable absence policies and create wellbeing frameworks tailored to neurodivergent employees.
5. Do you see applicants having access to and a file/overview of learning needs that can be submitted during job applications, or is this still a barrier?
It’s still inconsistently applied. While more young people may have an EHCP (Education, Health and Care Plan) or formal reports, many still fear stigma or discrimination in the hiring process.
Encourage a culture where disclosure is welcomed and safe. Use diversity statements and career pages to showcase yourself as an inclusive employer.
Add a voluntary section on applications to share support needs (not just diagnoses).
Commit visibly to neuroinclusion in recruitment materials.
📌 The Neuroverse can support organisations to create neuroinclusive recruitment processes and consult on accessible job design.
6. How can we support ND employees in busy Manufacturing areas where flexibility feels limited?
This is a common challenge, but improvements are possible:
Noise-cancelling PPE, visual cues instead of auditory ones.
Defined quiet zones for breaks or decompression.
Shift flexibility, where feasible, or predictable scheduling.
Provide clear visual workflows or checklists to reduce cognitive load.
📌 The Neuroverse offers environmental audits and job-carving consultations for manufacturing and operational roles, focusing on realistic adaptations.
7. What's a good first step for supporting neuro-inclusion in an SME with long-standing staff who don’t see it as important?
Start with awareness and empathy-building:
Offer a story-led workshop showing real impacts of neuroinclusive practices.
Highlight business benefits: productivity, retention, innovation.
Create a neurodiversity champion or ally role to embed change gradually.
📌 The Neuroverse awareness sessions are designed to be accessible, practical, and non-judgemental, tailored to workplaces with long-standing or change-resistant teams.
