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Two-thirds of neurodivergent employees consider quitting over lack of workplace support – Reed

More than half (53%) said they have felt disadvantaged or held back because of their neurodivergence.

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Two-thirds of neurodivergent employees consider quitting over lack of workplace support – Reed
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Almost two-thirds of neurodivergent employees have considered leaving a job because they did not feel adequately supported at work, despite widespread recognition from employers of the value they bring to organisations, according to research from Reed.

The recruitment firm found that 64% of neurodivergent employees have considered quitting a role due to a lack of workplace support, while 81% believe stigma around neurodivergence still exists in the workplace.

More than half (53%) said they have felt disadvantaged or held back because of their neurodivergence.

The most commonly cited barriers were communication challenges (44%), environmental or sensory issues (41%) and feeling excluded from teams (40%).

The findings were based on a survey of 1,000 neurodivergent UK workers and 500 hiring managers.

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Despite the challenges reported by employees, 80% of employers agreed that neurodivergent individuals bring valuable strengths to their organisation, while 83% of neurodivergent employees also recognised the value they contribute.

Ian Nicholas, global managing director at Reed, said: “Alienating neurodivergent people in your workforce can make them feel they have no choice but to leave.

“This should be avoided at all costs; businesses risk losing talented people who offer valuable skills, perspectives and different ways of thinking that can help drive innovation and success.

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“Although 80% of hiring managers acknowledge the valuable strengths neurodivergent individuals contribute, our research indicates that organisational support in this area still needs strengthening.”

The research also found that fewer than half (46%) of employers have a formal neurodiversity policy or framework in place, while 49% said improving neurodiversity support is not currently a business priority.

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However, 70% of neurodivergent employees said they were confident their manager understands their needs, despite more than a third (36%) of managers having received no neurodiversity training.

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Nicholas said: “While employers increasingly understand the value neurodivergent individuals bring to their organisations, recognition alone isn’t enough.

“The real test is whether that understanding is embedded consistently across the organisation, shaping the systems, culture and support people experience every day.

“Managers play an important role in bringing this to life, but they shouldn’t carry it alone. When support isn’t felt in practice, it’s no surprise employees begin to question whether they can stay and succeed.

“Simple, practical changes, such as clearer communication, consistent adjustments and better manager training, can have a huge impact on confidence, engagement and retention.

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“Organisations that get this right won’t just retain talent, they’ll unlock it.”

Employees identified more flexible working (43%), greater awareness and education (39%), and clearer communication from managers and leadership (37%) as the measures most likely to improve their workplace experience.

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