Nearly two-thirds of neurodivergent employees believe their employer could do more to support them at work, according to new research from Everway, underscoring growing pressure on organisations to strengthen inclusive workplace practices.

The findings, drawn from a survey of 500 neurodivergent employees in the US, suggest that while many organisations have introduced some form of support, significant gaps remain in how workplace environments and systems accommodate different ways of thinking and working.

Almost one-third of respondents said they would benefit from specialist software or more accessible communication methods, while others highlighted the need for neurodiversity awareness training, dedicated support networks and quieter working spaces.

The research points to a broader shift in how companies are approaching workplace inclusion, with increasing focus on embedding neuroinclusive practices into day-to-day operations rather than treating them as isolated accommodations.

Among the practical measures identified were assistive technologies such as text-to-speech tools, dyslexia support software, digital memory aids and AI-powered productivity tools designed to support concentration and information processing. Respondents also pointed to the importance of environmental adjustments, including reduced sensory distractions and quiet workspaces.

Cathy Donnelly said organisations should view neuroinclusion as a core part of workplace culture rather than a specialist initiative. “Providing the right tools, awareness training and environments helps employees work effectively and feel valued,” she said.

The findings suggest that demand for neuroinclusive support is becoming increasingly mainstream within workforce strategy, particularly as employers seek to improve retention, engagement and productivity.

Despite 75 per cent of employees reporting that their organisation already offers some level of support, 64 per cent still felt more could be done — indicating a gap between policy and lived experience.

For HR teams, the report argues, the challenge is not only implementing adjustments but ensuring they are normalised within organisational culture. Advocates say businesses that successfully integrate neuroinclusive approaches are likely to benefit from stronger morale, broader talent retention and more adaptable working practices.

The research reflects wider debates about workplace design and accessibility as employers reassess how to support increasingly diverse workforces in hybrid and technology-driven environments.