In recent years, organisations have made commendable strides towards hiring more neurodiverse talent. Autism, ADHD, dyslexia, dyspraxia, and other cognitive differences are increasingly recognised as assets, not deficits. Yet for many companies, neurodiversity remains largely a recruitment headline, not a lived organisational reality.
If organisations truly want to harness the strengths of neurodiverse individuals, they must look beyond hiring. They must rethink communication as a core strategic driver of inclusion.
Beyond Recruitment Metrics
Ticking a box for “neurodiversity hires” is not enough. Without changing the communication norms, structures, and expectations that shape daily working life, organisations risk losing the very talent they are trying to attract.
According to a 2022 report by Birkbeck, University of London, up to 65% of autistic employees leave their jobs due to unaddressed workplace communication barriers, not because of their technical capabilities.
Inclusion does not stop at onboarding. It must be woven into the daily interactions, meetings, feedback mechanisms, and leadership behaviours of an organisation.
Why Communication Must Be the Focus
Neurodiverse individuals often bring exceptional talents in areas like pattern recognition, creative problem-solving, technical focus, and innovation. Yet many face barriers due to:
- Ambiguous verbal instructions
- Rapid, unstructured meetings
- Reliance on informal, unwritten expectations
- Social communication demands that do not suit all processing styles
When communication norms are not inclusive, neurodiverse talent is marginalised, not empowered.
Conversely, when organisations adapt communication consciously, they unlock:
- Higher productivity
- Greater loyalty and retention
- More innovative, creative teams
- A genuinely inclusive culture that benefits everyone
Practical Shifts Organisations Can Make
1. Clear, Written Communication
Supplement verbal discussions with clear written summaries. Provide agendas in advance and document next steps after meetings.
2. Structured Interaction
Use consistent meeting formats, set expectations clearly, and give all team members time to process and respond.
3. Multiple Communication Channels
Offer alternatives to verbal participation, such as written input, asynchronous collaboration tools, or visual aids.
4. Train Managers
Equip managers with skills to recognise and support different communication needs, including awareness of executive function challenges.
5. Value Different Communication Strengths
Celebrate directness, precision, and creative expression alongside traditional verbal fluency.
Communication-Driven Inclusion Is the Future
In a post-pandemic, hybrid-working world, communication is the glue that holds teams together. Organisations that fail to adapt communication norms will continue to lose diverse talent, not because these individuals cannot thrive, but because the environment does not allow them to.
Those that succeed will be those that treat inclusive communication not as a “nice-to-have” adjustment, but as a strategic priority at every level.
How I Can Help
Through consultancy, training, and leadership development, I help organisations:
- Audit and redesign communication practices for inclusivity
- Train teams and managers in neurodiverse communication strategies
- Build cultures where diverse thinkers are not just hired, they are truly heard and valued
If your organisation is ready to move from headlines to real, lasting inclusion, get in touch today. Together, we can make communication your most powerful inclusion strategy.
