40% of managers lack skills to support neurodivergent staff, data finds

“It is also reassuring to see from the research that four in five employers say they would be willing to recruit a neurodivergent individual. 

“But recruitment is only the first step, it is crucial that, once in the workplace, the right support is put in place, and managers have the confidence and knowledge to deliver it.”

Storie added: “Managers need the skills to ask the right questions and provide tailored support, rather than guessing what individuals need. 

“When people trust they will receive thoughtful, practical support, they are more likely to be open, leading to more consistent inclusion. 

“This, coupled with creating a culture that promotes self-awareness and reflection, encourages colleagues to be empathetic and seek to understand the human experience.”

Robert Halfron, executive director for policy membership and external affairs at Make UK, said: “This research comes at a timely moment for manufacturers, as the Government moves forward with its plan to ‘Get Britain Working’ and the Vanguard Phase of the ‘Keep Britain Working’ review. 

“It demonstrates how employers are moving from awareness to implementation. 

“However, the report also suggests one of the key challenges for businesses in creating a neuroinclusive workplace is a lack of confidence across line managers.”

Halfron added: “While 3 in 5 businesses agree that line managers currently have the skills and confidence needed to support neurodivergent employees effectively, developing greater capability across industry will help to bridge the gap between individual examples of success to wider workplace inclusion. 

“As employers identify throughout this report, this can only be achieved through effective training for managers.

“This report highlights the importance of maintaining access to such upskilling opportunities, enabling industry to build the inclusive workplaces required for inspiring innovation and growth across the UK.”

Laura Davis, chief executive of BASE and Inclusive Trading CIC, said: “At a time when the disability employment gap continues to widen, and people with a learning disability and autistic people remain among the most excluded from the labour market, employers are more important partners than ever.

“As this gap grows, we cannot afford for inclusion to depend on a manager lottery.

“This research shows that employers want to do the right thing, but too many managers are still being set up to fail without the skills, confidence and support needed to turn good intent into everyday inclusive practice.”

Davis added: “Ending the manager lottery is a choice. Partnering with Supported Employment providers is how employers move from Disability Confident statements to real, consistent action that changes lives.”