7 Quick Wins: How Leaders Can Support Neurodiverse Employees and Those with ADHD

Neurodiversity is not just a buzzword-it’s a reality in every workplace. With an estimated 15-20% of the population being neurodivergent, including those with ADHD, autism, dyslexia, and more, it’s time for leaders to rethink how they support and empower their teams.

The good news?

You don’t need to overhaul your entire business to make a difference.

Here are some of the quickest, most impactful wins you can implement right now to create a more inclusive, productive workplace.

1. Start with Awareness: A Little Education Goes a Long Way

The first and easiest step is to build basic awareness. Many misunderstandings and missed opportunities stem from a lack of knowledge about neurodiversity and ADHD. A short training session or sharing a few well-chosen articles can help managers and teams understand what neurodiversity is, why it matters, and how it shows up at work. This doesn’t need to be a formal workshop-lunch-and-learn sessions, internal newsletters, or curated video content can all spark conversation and reduce stigma. The payoff? Employees feel seen, and the whole team becomes more supportive and adaptable.

2. Just Ask: Open the Conversation

No two neurodiverse employees are the same. The quickest way to find out what helps is simply to ask. Open a respectful, private conversation: “What helps you do your best work?” or “Are there any adjustments that would make your day easier?” This approach not only shows you care, but also empowers employees to share their preferences and needs. Often, the solutions are simple-like adjusting meeting times, providing written instructions, or allowing for movement breaks.

3. Make Small, Flexible Adjustments

Many accommodations are easier (and cheaper) than you might think. Allowing flexible work hours, offering remote work options, or providing quiet spaces can make a world of difference for someone with ADHD or sensory sensitivities. Even small things-like noise-cancelling headphones, fidget tools, or the option to take short breaks-can have an immediate impact on focus and comfort. These changes benefit everyone, not just neurodiverse staff, and signal that your business values individual needs.

4. Clarify Communication and Expectations

Clarity is kindness, especially for neurodiverse employees who may struggle with ambiguity or memory. Make it a habit to follow up meetings with written summaries, provide explicit deadlines, and use checklists for complex tasks. Avoid vague instructions. Instead, be direct and specific about what needs to be done and when. These practices reduce anxiety, prevent misunderstandings, and help everyone stay on track.

5. Play to Strengths and Interests

Neurodiverse employees often have unique strengths-creativity, hyper-focus, problem-solving, or big-picture thinking. Instead of trying to fit everyone into the same mold, find out what your team members love and where they excel. Assign tasks that align with these strengths, whether it’s brainstorming new ideas, tackling complex problems, or working independently on deep-focus projects. Recognising and leveraging these talents not only boosts morale but also drives innovation and results.

6. Review Recruitment and Onboarding

First impressions matter. Make your recruitment and onboarding processes more neuro-inclusive by offering interview questions in advance, using practical work tasks instead of abstract questions, and allowing flexibility in start dates or training methods. These quick tweaks can help neurodiverse candidates shine and feel welcomed from day one.

7. Foster an Open, Inclusive Culture

Finally, create a culture where neurodiversity is celebrated, not hidden. Encourage open discussion, share success stories, and make it clear that disclosure is safe and supported. This could be as simple as mentioning neurodiversity in a team meeting or highlighting it in internal communications. When people feel safe to be themselves, engagement and loyalty soar.

Supporting neurodiverse employees and those with ADHD doesn’t require massive investment or policy overhauls. By starting small-with awareness, conversation, flexibility, and clarity-leaders can create a workplace where everyone thrives. These quick wins are not just good for neurodiverse employees; they make your business stronger, more creative, and more resilient.

References:

• ADHD Foundation, “Neurodiversity Guide for Employers”

• Neurodiversity Hub, “Resources for Employers”

• MindMatters Clinic, “Neurodiversity in the Workplace: Four quick wins for leaders”

• Leeds Mind, “Neuroinclusion in the workplace: Kate Dean shares top tips”