Neuroinclusion
This is the concept that neurological differences are to be recognised and respected as any other human variation, such as gender, race or sexual orientation. These differences can include those labelled with dyspraxia, dyslexia, attention deficit hyperactivity disorder (ASHD), dyscalculia, autistic spectrum disorder (ASD), Tourette syndrome, and others.
In some cases neurodivergent people identify as having a disability and in some cases they do not. Categorising neurological differences as a disability depends on the level of the impairment and the barriers faced for each individual person. Importantly, it is also how a person chooses to self-identifiy.
Invisible disability is a term used to describe disabilities that are not immediately apparent, which often applies to neurodivergent conditions. It is important for employers to recognise that neurodivergent individuals may have invisible disabilities that require support and accommodations, even if their condition is not visibly noticable.
Language and terminology
Neurodiversity - describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning and behaving, and differences are not viewed as deficits. (1)
Neurodivergent - describes individuals whose brain functions differ from the neurotypical range. This includes people with autism, ADHD, dyslexia and other neurological differences.
Neuroinclusion - can be described as the inclusion of individuals who present neurocognitive differences compared to the average population. In other words, neuroatypical or neurodivergent people. (2)
Neurotypical - refers to individuals who have brain functions and behaviours considered typical or standard.
Autism, or Autism Spectrum Disorder (ASD) - is a neurodevelopmental condition characterised by differences in communication, social interaction, and behaviour. Autism can vary significantly in how it affects individuals from high-functioning autism to individuals requiring significant support.
ADHD (Attention Deficit Hyperactivity Disorder) - is a neurodevelopmental condition characterised by symptoms of inattention, hyperactivity and impulsivity. If can affect organisational skills, focus and time management in a work environment.
Dyslexia - is a specific learning difficulty that primarily affects reading, writing, and spelling skills though it can also impact organisational and time management abilities.
Dyspraxia (Developmental Coordination Disorder) - affects fine and gross motor coordination. It can impact physical tasks like writing, typing or using equipment as well as planning or organisation skills.
Key considerations
Facilitate reasonable accommodations during the interview process to ensure the interview environment is conducive to supporting a neurodivergent applicant. Examples of reasonable adjustments may include making adjustments to the interview environment, assistive technology provision, communication style changes and awareness training.
Case studies
The following companies have reformed their HR processes and introduced initiatives in order to access neurodivergent talent, and as a result they are seeing gains in productivity, quality improvement, boots in innovative capabilities and increased employee engagement.
- Accenture
As part of our commitment to accelerating inclusion and diversity, we created a Neurodivergent Internship Programme to help us create a barrier-free and inclusive workforce. We partnered with Specialisterne, a trusted organisation that supports neurodivergent individuals in finding employment. Firstly, we trained selected managers with interview skills which focused on interviewing neurodivergent candidates and how to best support them. Upon joining, the interns attend a tailored induction to welcome them to Accenture. Then the individual teams assign a buddy to each intern to support their integration into their new role. There are also regular support calls between the team leads and designated in-employment support person from Specialisterne.
Our Neurodivergent Internship programme has proved to be a huge success - there has been very positive feedback from all the stakeholders involved. The 2021 interns found the programme excellent and 40% have had their internship extended and others have moved to other roles with the experience and skills they have acquired during their 6-month internship with Accenture. Of the 40% who had their internship converted to full time employment with Accenture, all are still currently employed with Accenture and are progressing well with their respective careers.
In 2025 Accenture plan on expanding their Neurodivergent Internship Programme to make it their largest ever intake of Neurodivergent Interns, with planning actively underway.
- Bank of Ireland
The results of a recent colleague engagement survey at Bank of Ireland showed that 5% of colleagues identified as neurodivergent, roughly 500 employees. Recognising the benefits that diversity of thought brings to an organisation such as enabling better problem solving and decision-making processes, fostering a culture of agility and innovation and guarding against the risk of group think, Bank of Ireland embrace and celebrate the unique talents that neurodivergent individuals bring to the workplace.
The organisation decided to fundamentally change how they operate r to create the most supportive and welcoming place for neurodivergent colleagues. To actively reduce stigma and ensure the workplace experience of neurodivergent colleagues is consistently positive they partnered with Auticon and AsIAm for expert advice and guidance. With their support they developed a strategy that focuses on 3 key pillars: awareness building through education, adapting infrastructure, and embedding culture and people processes with a neurodiverse lens.
As a result they have seen improved colleague morale, engagement, retention, talent attraction and positive brand awareness. “There are many benefits for employers, and it is in everyone’s interest to bring more focus to this area.” Joanne Healy, Bank of Ireland.
- SAP
Kevin Shannon shares his experience gaining employment as a Software Engineer at SAP in Dublin, five years ago. From the beginning of the interview process, Kevin received support from Specialisterne, an agency that specifically supports neurodivergent people into employment, and supports employers to hire more diverse teams.
https://www.youtube.com/watch?v=qz8d1DaiJEM&list=LL
Additional resources
Neurodiversity at work have created simple recommendations to help ensure that your communications are clear and accessible. Using clear language and implementing best practice from this guide will improve readability for all readers, while acting as a positive tool to ensure the inclusion of with neurodivergent profiles.
Neurodiversity at work produced a simple document to ensure your conferences and meetings are inclusive. This includes general guidance that can be helpful but does not act as a comprehensive guide. It is important to welcome reasonable accommodations and allow neurodivergent people speak to their own needs.
- To review Bank of Ireland's Neuroinclusion Policy, click on the link below.
Key contacts
- AsIAm
- Auticon
- Specialisterne
- Neurodiverstiy Ireland