Creating an inclusive onboarding process..
Omage of a desk with a clock on its back and pencil on a curriculum vitae with the text underneath saying: How can a neurodiverse individual effectively prepare for a jon interview/meetig


In the final of a series of blogs looking at neurodiversity and inclusion in the workplace, this month I look at onboarding and how companies can adapt their procedures to be inclusive to all new employees.

The current statistics around neurodivergent individuals and employment are concerning, according to the National Autistic Society, 45% of neurodivergent people have lost or left their job because of challenges due to being misunderstood.

These statistics highlight the importance companies have in recruiting and retaining neurodivergent individuals and the importance of creating a welcoming and inclusive onboarding programme. Onboarding is a very important process of any business, and it can play a crucial part in ensuring employee retention. A well-executed programme can make new employees feel welcome, understand their job role and promotion opportunities, and also allows the company the opportunity to ensure their value and mission statements are aligned with all new joiners.

For many this is an exciting time, the hard work has paid off, and you are about to start your dream job…however for many neurodivergent individuals onboarding processes can be a very challenging time..

So, what can Companies do to ensure their onboarding processes are inclusive and champion employee retention across the board?

  • Be flexible..

Try to make sure the induction is flexible and not a one size fits all approach. This could include spreading the induction out over a few days, planning appropriate and regular rest breaks, and ensuring communication channels are clear and adaptive. Try not to overload on information and ensure all key points and important information is written down so it can be referred to as needed.

  • Behind the scenes..

Prior to the first day, make sure that any reasonable recommendations or requests have been actioned and if any specific equipment has been requested that this is all set up.

Ensure a clear plan of the induction programme has been sent out ahead of the start day.  This should include specific information such as who to ask for on arrival, room numbers and name of individuals that will be running sessions. Include a map highlighting the rooms that will be used if your office is large. List the names of the other new starters that will also be on the induction.

Make sure all employees that will be carrying out induction sessions are trained around neurodiversity, ensuring staff are knowledgeable and understanding will in turn foster an inclusive welcoming environment.

  • Get to know the team..

Set up one to one’s with immediate team members, spreading them out over a few days. This will then allow the individual to meet with key team members in an informal one-to-one environment.

  • Buddy System

A buddy system is a great idea, the buddy can be the first point of contact for any queries and can provide support in a more informal way.

  • Neurodiverse friendly work spaces

Highlight any spaces that a neurodivergent individual may prefer to work from or use at certain times during the day. These could include spaces that use natural light or are in quieter parts of the building.

  • Adopt clear communication channels

Make sure all communication is clear and that policies and expectations are fully outlined. Look to schedule frequent check-ins with the employee and the manager, adopting this from the beginning can foster good relationships, and can allow any problems or concerns to be dealt with early on.

●       Create a Supportive Environment

Create a workplace culture that values diversity, inclusion, and belonging. By encouraging all team members to use open dialogue, respect differences, and promote collaboration it will foster strong relationships and a sense of community which can help neurodiverse employees feel accepted and supported.

  • Review work practices..

Review current work practices to find out if employees are able to work flexibly or fully remote. For many neurodivergent individuals, flexible or remote working can be hugely beneficial as it can allow them to be able to get on with tasks without interruptions or having to deal with the noise and overwhelm of a busy office.

  • Ongoing learning development

By offering tailored professional and ongoing learning development opportunities, neurodivergent individuals can understand their career paths and can be given the opportunity to work towards career growth.

In this series of blogs, I’ve highlighted the importance of recruitment and onboarding processes in fostering neurodiversity within organisations. While these initial stages are crucial, creating an inclusive workplace goes beyond just attracting and onboarding neurodiverse talent. It requires ongoing commitment, maintenance, and monitoring throughout the entire employee lifecycle.

By integrating these strategies into your ongoing neurodiversity inclusion efforts companies can  create workplaces that celebrate diversity, fosters innovation, and drive success.

Together, we can build a more inclusive future for everyone.

If you would like help with your recruitment strategies, or if you are looking for business support, come and take a look at we would be delighted to discuss how we can support you and your business.


Carol & Team xxx

If you missed our last month’s blog on recruitment you won’t want to miss this one:


How can a neurodivergent individual effectively prepare for a job interview/meeting?




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