Recruiting truly diverse teams offers clear benefits for employers, and in a skills short environment identifying talent-rich pools is a priority for many businesses.

In May 2019, we published the report, Why neurodiversity should be on your agenda. It was an introduction for some to the term neurodiversity and outlined why organisations need to recognise and address neurodiversity as part of their diversity and inclusion policies.

Our findings last year underlined the fact that businesses are failing to either attract or retain a significant pool of ambitious and success-driven talent. The main barrier we identified was that neurodiversity just wasn’t on the diversity and inclusion agenda for most companies - the majority focusing on diversity of identities such as gender, ethnicity and cultural background.

Has this barrier been overcome?

In 2020, we conducted our own research, surveying more than 1,000 UK workers across a range of demographics and industries. Our aim was to better understand both employers’ and employees’ awareness of neurodiversity.

In our recent report, Taking steps towards greater neurodiversity in workplaces, we use data from the survey to examine key themes such as how awareness of neurodiversity differs by age and industry, and how employers can enhance their hiring processes and workplace environment and culture for neurodivergent employees.

At Spring, we also work with specialists to run events with the aim of working towards a better understanding of neurodiversity within recruitment and workplace inclusion. Using our knowledge and expertise in this area, we are in position to support our clients adapt their hiring processes, engage successfully with a broader candidate network and build a more diverse workforce.

Read our most recent report:
Taking steps towards greater neurodiversity in workplaces

Read our introduction to neurodiversity:
Why neurodiversity should be on your agenda

Get in touch to find out more.