Episode 44: Making workplaces more neurodiversity friendly

HR Voices

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.

DATE: 3rd March 2025

Episode 44: Making workplaces more neurodiversity friendly

Guest: Zoe Carrol, Optimise Potential 

In this thought-provoking episode, Mary Asante and Charlotte Allfrey are joined by Zoe Carroll from Optimise Potential Limited to explore the importance of making workplaces more neurodiversity-friendly.

Zoe shares her extensive experience in performance psychology, neurodiversity, and inclusion, shaped by her time in air traffic control with the RAF, her work in education, and her personal journey raising a neurodivergent child.

Together, they unpack how businesses can create environments that allow neurodivergent employees to thrive and why embracing neurodiversity is not just about compliance but about unlocking potential, innovation, and engagement in the workplace.

What to Expect in This Episode:

• What is Neurodiversity? Understanding the concept, the spectrum of conditions it includes, and its impact on individuals in the workplace.
• Breaking Down the Stigma: Why neurodivergence is not a trend, but an essential consideration for organisations.
• The Masking Dilemma: How many neurodivergent individuals hide their true selves in the workplace and what businesses can do to create a safer, more inclusive environment.
• Workplace Challenges & Solutions: Addressing hiring biases, workplace accommodations, flexible working, and the importance of equity over equality.
• Practical Steps for HR Professionals & Leaders: Small, meaningful changes that can make a significant difference.

Key Takeaways:

• Neurodivergence is more common than you think: 1 in 5 people are neurodivergent, yet many go undiagnosed or feel unsafe revealing their condition at work.
• Workplaces are often designed for neurotypical individuals: Many neurodivergent employees struggle in traditional office settings, recruitment processes, and rigid workplace structures.
• A small adjustment can make a big difference: Simple changes in communication styles, meeting formats, interview processes, and flexible working arrangements can help neurodivergent employees perform at their best.
• Equity over equality: Treating everyone the same does not create fairness – providing the right individual support does.
• Carers also need consideration: Many employees have neurodivergent children, partners, or relatives, and businesses must recognise the additional challenges they may face.

Top Tips from Zoe Carroll:

1. Ask, don’t assume – Have open conversations with employees about their needs rather than making assumptions based on stereotypes.
2. Flexible working matters – Recognise that productivity times differ, and offer flexibility where possible to optimise employee performance.
3. Adjust recruitment processes – Consider alternative interview methods, allowing candidates to showcase their skills in a way that suits them.
4. Encourage open communication – Establish safe spaces where neurodivergent employees feel comfortable discussing challenges and requesting reasonable adjustments.
5. Think beyond labels – People are more than their diagnoses; focus on strengths rather than limitations.

Looking Ahead:

Mary, Charlotte, and Zoe emphasise that creating neurodiversity-friendly workplaces is not just about compliance—it’s about maximising talent, fostering innovation, and building truly inclusive cultures.

By educating leaders, adapting policies, and embracing diversity of thought, businesses can unlock the full potential of their teams while supporting employees in ways that genuinely matter.

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