Neurodiversity in the workplace: colleague spotlight

To mark Neurodiversity Celebration Week, we sat down with Zara Shaker, Senior HR Adviser at AdviserPlus, to discuss her experiences as a neurodivergent professional.

From navigating workplace challenges to the positive impact of inclusive practices, Zara shares her perspective on what meaningful support looks like – and where organisations still have work to do.

As a neurodivergent person, what would you say has been the biggest impact on your working life? What barriers, if any, have you faced in the workplace?

The biggest impact has been around processing information and organisation. With dyslexia and dyspraxia, I sometimes need extra time to read, structure responses, or process complex written information. In fast-paced environments, this can create challenges, especially when expected to absorb large amounts of information quickly or work with rigid processes that don’t account for different thinking styles.

Some barriers I’ve faced include assumptions about ability, a lack of awareness around neurodivergence, and systems that aren’t always flexible – for example, reliance on written communication rather than verbal explanations or fast turnaround expectations that don’t allow for different working styles.

What are some instances where you’ve felt well-supported as a neurodivergent employee?

One of the best experiences I’ve had was when an employer encouraged open conversations about neurodiversity and actively implemented adjustments. For example:

• Providing speech-to-text tools to help with written communication.
• Allowing me to record key meetings to process information at my own pace.
• Offering clearer, more structured instructions to support task management.
• Creating a culture where neurodiversity was seen as an asset rather than a challenge.

This kind of proactive approach builds genuine inclusion, making it easier for neurodivergent employees to thrive rather than just ‘get by’ in the workplace.

Were there any pivotal moments in your career where being neurodivergent influenced how you navigated challenges or opportunities?

Yes, one pivotal moment was when I moved into HR advisory roles. The fast-paced nature of HR means there’s a lot of information processing, decision-making, and written communication. Initially, I found it overwhelming, but I developed my own strategies, such as breaking down complex cases into structured formats, using templates to streamline my work and leveraging technology to support written communication.

Rather than seeing neurodivergence as a limitation, I’ve learned to use my strengths – such as seeing patterns, thinking differently, and bringing a unique perspective to problem-solving and employee relations cases.

Do you think that there is enough understanding and education around neurodiversity in the workplace?

There has been some progress, but overall, awareness is still lacking. Many organisations focus on visible disabilities but don’t fully understand hidden disabilities like dyslexia and dyspraxia. While there’s more discussion around neurodiversity, many workplaces still lack practical knowledge on how to support neurodivergent employees effectively.

What changes have you seen in how organisations support neurodivergent employees over the years?

I have seen a real shift in how organisations support neurodivergent employees, though there’s still progress to be made. A few key changes stand out:

Workplace adjustments: More organisations now recognise that a one-size-fits-all approach doesn’t work. Simple changes, like extra time for tasks, quiet spaces, noise-cancelling headphones and flexible communication styles, are becoming more common. Some companies are also rethinking performance reviews, allowing alternative ways for employees to showcase their contributions without being disadvantaged by traditional structures.

Neurodiversity training: There’s been a big push towards structured training for both managers and employees. This goes beyond awareness by providing practical tools to support neurodivergent colleagues. This includes understanding different cognitive styles, making reasonable adjustments and recognising the strengths neurodivergent employees bring to the workplace.

Employee resource groups (ERGs): More businesses are establishing ERGs specifically for neurodivergent employees, creating spaces to share experiences, raise concerns and influence company policies. These groups offer peer support and provide valuable insights that help organisations improve inclusion efforts. When ERGs have strong executive sponsorship, they can drive meaningful change, like shaping recruitment practices to influencing workplace design.

What organisations can do

As Zara’s experiences highlight, creating a truly inclusive workplace for neurodivergent employees requires actively listening, embracing different thinking styles and making practical adjustments that enable everyone to thrive. While there have been positive steps forward, there is still much to be done to ensure that neurodivergent individuals are more than just accommodated at work. They need to be actively celebrated for the unique perspectives they bring.

Neurodiversity Celebration Week serves as a timely reminder for organisations to reflect on their practices, consider how they can continue to evolve, and create environments where all employees can succeed and contribute their best.

Get in touch to explore how we can help make your policies more inclusive for neurodivergent employees and ensure inclusivity is embedded across your organisation.