A manager and DEI expert with lived experience of ADHD shares his advice for creating effective and inclusive onboarding and support plans for neurodivergent employees.
Think back to your first day at a new job – how were you introduced? In casual or part-time roles, it may have been as simple as sharing your name and availability. In full-time or contract positions, your background likely featured more prominently.
But what if, instead of focusing on where a new hire has previously studied or worked, the introduction highlighted how they like to work?
A personalised onboarding plan can be the key to setting new employees up for success. While this is useful for all employees, it could be particularly beneficial when onboarding neurodivergent employees.
Read HRM’s article on developing a personal operating manual for employees.
Onboarding neurodivergent employees: the first 90 days
When onboarding new employees, clarity is key – don’t assume they’ll figure things out on their own.
In addition to standard onboarding details – such as key stakeholders and their contacts, dress codes, workspace photos and meeting schedules – consider incorporating neurodivergent-specific support to ensure a smooth transition.
Below is a first-day checklist designed to help new employees feel welcomed and included from the start.
Onboarding and development checklist
Which of the following adjustments are essential for the new hire?
☐ Noise cancelling headphones
☐ Flexible Hours and start times
☐ The ability to work from home at least two days per week
☐ The ability to work remotely more than two days a week.
Communication and learning preferences
☐ Written communication with detailed instructions
☐ Clear agendas for meetings
☐ Face-to-face in person or walking meetings
☐ The opportunity to learn by task demonstration
☐ The opportunity to learn by doing
☐ A learning plan with clear expectations and milestones
☐ A proxy to present work or information to large groups on their behalf.
Social considerations
☐ Limited social interactions preferably with individuals or small groups only
☐ The option to not attend large gatherings (either social or business)
☐ The opportunity to organise team gatherings and activities.
Sensory considerations
☐ The opportunity to work in a quiet environment
☐ A workspace with no or minimal surrounding distractions
☐ The ability to work at the end of a desk, away from high-traffic areas.
Management considerations
☐ Regular communication and feedback from their manager
☐ Unambiguous feedback from their manager that is detailed and direct
☐ The opportunity to ask questions and clarify instructions.
How to make reasonable adjustments for neurodivergent employees
Experts emphasise that neurodivergent employees often benefit from specific workplace support.
Many of these adjustments are simple, low-cost and beneficial to a broader workforce. While every individual is different, certain common adjustments can make a meaningful impact.
The following recommendations are based on my experience working with neurodivergent employees and organisations.
Supporting the development of Autistic employees
Clear communication
Clarity in communication is essential for Autistic employees. Avoid common clichés and idioms such as “at the end of the day” or “we’re going to circle back”, as these phrases often lack literal meaning and can cause confusion. Instead, provide direct and explicit instructions. Writing down key details and expectations ensures tasks are clearly understood and reduces ambiguity.
Flexible work arrangements
For many neurodivergent employees, flexible work arrangements are not a preference but a necessity. Offering flexible schedules and remote work options or allowing breaks to manage sensory overload or anxiety can be critical in maintaining performance.
A rigid work environment may create unnecessary stress, whereas a more adaptable approach helps Autistic employees thrive.
Time management support
Routine and consistency are particularly valuable for Autistic employees.
Providing at least 24 hours’ notice for meetings, schedule changes or important tasks helps them plan effectively and reduces stress. Unexpected disruptions can be particularly challenging, so clear, advanced communication is key.
Sensory considerations
Work environments can significantly impact an Autistic employee’s ability to focus and perform. Minimising noise levels, softening fluorescent lighting and creating designated quiet areas can make a difference.
Additionally, some Autistic employees may have heightened sensory sensitivities, such as sensory processing disorder. Providing noise-cancelling headphones or allowing adjustments to workspace setups can improve comfort and productivity.
Training and awareness
An inclusive workplace requires awareness and understanding from managers and colleagues. Engaging in open conversations about Autism and collaborating to implement reasonable adjustments can foster a more supportive and productive environment.
Leadership should take an active role in ensuring inclusivity is not just policy, but practice.
Meeting hacks
Meetings can be overwhelming for Autistic employees, particularly when they involve unexpected social interactions or pressure to respond on the spot.
To create a more inclusive space, consider implementing ‘quiet meetings’ where the first five minutes of casual conversation happen via chat rather than aloud.
Always provide a clear agenda at least a day in advance, and give employees a heads-up before asking for input. This could look like saying, “Sarah, I’ll ask you shortly for an update on your security project, but first, let’s cover finance.” This small adjustment can significantly reduce anxiety and improve engagement.
Structured support
Support systems, such as mentorship programs, buddy systems and employee resource groups, can be invaluable.
Where possible, these initiatives should be led by Autistic employees themselves, allowing for peer support and a sense of community. Structured guidance ensures that neurodivergent employees have the tools they need to succeed from day one.
Supporting the development of dyslexic employees
Text accessibility
Making written content more accessible can significantly improve the work experience for dyslexic employees.
Using dyslexia-friendly fonts such as OpenDyslexic or Arial, ensuring adequate white space and increasing text size can enhance readability. Providing materials in multiple formats – including audio, video and text-to-speech tools – allows employees to engage with content in a way that works best for them.
Clear and concise communication
Breaking down instructions into smaller, manageable steps helps dyslexic employees process information more effectively. Using plain language and avoiding unnecessary jargon ensures clarity.
Additionally, providing written summaries of verbal instructions and key takeaways from meetings can improve comprehension and reduce the risk of miscommunication.
Structured and predictable environment
A structured work environment with consistent routines and clear expectations can help dyslexic employees stay organised. Checklists, templates and predefined workflows can provide valuable support in managing tasks.
Allowing extra time for reading and writing tasks ensures that employees are not pressured by unrealistic expectations.
Assistive technology
Leveraging assistive technologies can help dyslexic employees work more efficiently. Speech-to-text software, digital note-taking tools, spelling and grammar checkers and reading aids such as coloured overlays or line trackers can all enhance accessibility.
Supporting the development of ADHD employees
ADHD-friendly meetings
For ADHD employees, long, unstructured meetings can be difficult to navigate.
Meetings should be kept concise, with clear agendas provided in advance. Shorter, focused sessions are often more effective. For longer meetings, introducing a movement break every 45 to 60 minutes to help maintain engagement and focus.
Flexible work arrangements
Offering flexibility in work hours and workspace options enables ADHD employees to manage their energy levels effectively. Allowing staggered start times, providing quiet workspaces, or enabling employees to take calls while walking can enhance productivity.
For colleagues with sleep disturbances, for example, flexible work hours can mean the difference between thriving and merely getting by.
Sensory considerations
Reducing workplace distractions is crucial for ADHD employees. Noise levels should be minimised where possible, and access to noise-cancelling headphones can help employees focus. Personally, a quiet workplace isn’t just a luxury – it’s a necessity for me to function effectively.
Workspaces should be adaptable, allowing employees to choose an environment that supports concentration.
Supportive systems
Productivity tools can be highly effective in helping ADHD’ers stay on task. Time management apps such as Apple’s Screen Time, organisational software and focus tools can all contribute to better workflow management and reduced distractions.
Structured environment
Providing a structured and predictable work environment can significantly benefit ADHD employees. Encouraging the use of visual schedules, task lists and checklists can improve organisation and ensure deadlines are met. Clear structures help employees maintain focus and manage workloads effectively.
Clear communication
Lengthy emails that lack clear points and next actions can be challenging to interrupt.
Breaking down complex tasks into smaller, manageable steps ensures clarity. Providing written instructions, reinforcing key points through follow-ups and scheduling regular check-ins can help prevent miscommunication and keep employees on track.
Mental health support
ADHD can come with emotional and mental health challenges, so offering resources such as mental health programs or access to workplace counselling can be beneficial. Ensuring employees feel supported in managing their mental health helps foster a positive and inclusive work environment.
Learn more about industry best practices for leading diverse, equitable and inclusive workplaces with AHRI’s new DEI for HR Leaders short course.
The value of truly inclusive cultures
Having seen these adjustments in action, I know firsthand the difference they can make.
Creating an inclusive workplace isn’t just about onboarding – it’s about setting neurodivergent employees up for long-term success. Small, thoughtful adjustments can have a profound impact on engagement, confidence and performance.
By fostering open communication, offering flexibility and ensuring clarity in expectations, organisations can build environments where all employees, neurodivergent or not, can thrive.
True inclusion goes beyond policies; it requires a cultural shift in how we support and develop talent. When workplaces embrace neurodiversity, they don’t just accommodate differences – they unlock innovation, creativity and a stronger, more adaptable workforce.
Elements of this article have come from an excerpt from ‘Untapped Talent, A Practical Guide for Hiring and Retaining Neurodivergent Staff ‘ published by Lived Places Publishing (U.S) in 2024. It has been republished with permission.
Hear more from Aron Mercer about neuro-inclusivity by listening to this episode of AHRI’s podcast, Let’s Take This Offline. Listen below or access via Spotify, Soundcloud or Apple Podcasts.
