Workplace Adjustments Menu
Introduction
20% of the population is neurodivergent. This means 1 in 5 potential employees may require additional support to thrive in the workplace.
Neuroinclusion matters
Making your workplace more neuroinclusive doesn’t have to be costly or time-consuming - the average cost of a workplace adjustment is less than £100.
Simple, effective solutions
This menu, developed by Welcome Brain Consulting is a guideline to help you build your own workplace adjustments. It’s not intended as a comprehensive list, and all adjustments should be developed in consultation with the neurodivergent people in your organisation. Welcome Brain can provide training and support to help your workplace become truly neuroinclusive. Get in touch today.
Practical guidance
Need a hard copy?
Download the full guide and checklist as a printable PDF.
Workplace Adjustments Menu
1. Recruitment and Onboarding
Job descriptions: Focus on essential skills and outcomes, avoid vague terms like “excellent people skills” unless truly required.
Applications: Allow alternative formats (CV, portfolio, work sample, video submission).
Interview process:
Share interview questions in advance
Use structured, skills-based assessments instead of “cultural fit” judgment
Offer alternatives to panel interviews (e.g., one-on-one, task-based assessments)
Onboarding:
Provide written guides and timelines for the first 90 days
Pair with a buddy or mentor for informal support
Offer orientation in smaller groups to reduce sensory overload
2. Communication and Information Processing
Written instructions to supplement verbal directions
Clear, specific expectations (avoid ambiguous language like “ASAP”)
Visual aids, diagrams, or flowcharts for processes
Advance notice of meetings, deadlines, or changes to routine
Encourage “chunking” large projects into smaller, manageable steps
Allow alternative forms of communication (chat, email, written updates instead of only verbal check-ins)
3. Work Environment and Sensory Adjustments
Noise-cancelling headphones provided
Quiet rooms / “low sensory” spaces available
Flexible seating: choose a quieter desk, sit near natural light, or avoid open-plan areas
Adjustable lighting or blinds; option for lamp instead of overhead fluorescents
Reduced background noise where possible (e.g., no “mandatory music” in office spaces)
Allow use of fidget tools, stress balls, or standing desks
“Do Not Disturb” signals or flags to minimise interruptions
4. Work Patterns and Flexibility
Flexible start/finish times to accommodate energy peaks
Work-from-home or hybrid options
Scheduled micro-breaks throughout the day
Flexible allocation of tasks (e.g., swapping heavy admin with more analytical work if appropriate)
Compressed hours or part-time roles where it supports focus/energy
Predictable scheduling — limit last-minute shift or meeting changes
5. Technology and Assistive Tools
Speech-to-text software (e.g., Dragon, Otter.ai)
Text-to-speech or screen-reading tools
Grammar/spellcheck enhancements (Grammarly, Ginger)
Task management software (Trello, Asana, Notion)
Mind-mapping software for brainstorming or planning
Dual monitors for better organisation
Noise-filtering apps (Krisp, white noise apps)
6. Meetings and Collaboration
Share agenda, key questions, and expected outcomes beforehand
Option to join virtually even if others meet in person
Camera optional in video calls
Provide transcripts or recordings afterwards
Rotate meeting roles (note-taker, facilitator) to avoid overloading one person
Encourage alternative input: allow follow-up notes or chat contributions for those who process differently
Break long meetings into shorter sessions if possible
7. Performance Management and Career Development
Clear, structured performance reviews with written notes
Specific feedback with examples (“This worked well because…” rather than “You need to communicate better”)
Strength-based role design: assign tasks aligned with the employee’s natural skills
Coaching or mentoring programmes
Additional time for training or assessments
Option for alternative forms of demonstrating skills (e.g., written portfolio vs timed test)
Recognition of different communication or leadership styles
8. Social and Cultural Inclusion
Social events: make participation optional, and offer alternatives that don’t revolve around alcohol or loud environments
Provide quiet zones or “opt-out” spaces at conferences or away days
Avoid pressuring employees to attend “fun” activities that may cause anxiety
Training for teams on neurodiversity awareness and respectful communication
Encourage openness: build a culture where asking for adjustments is seen as normal, not special treatment
9. Wellbeing and Support
Access to an Employee Assistance Programme (EAP) that understands neurodiversity
Offer external coaching or counselling options if internal support is limited
Wellness breaks — mindfulness rooms, outdoor space access
Support groups or Employee Resource Groups (ERGs) for neurodivergent staff
Training for managers on mental health and neurodiversity intersections
Proactive wellbeing check-ins, not just reactive measures
10. Policies and Systems
Adjustments Policy: make it easy for employees to request changes without excessive medical evidence
Clear process for requesting accommodations, with a standard menu employees can select from
Confidentiality guaranteed — disclosure only shared on a need-to-know basis
Audit recruitment and promotion processes regularly for bias
Collect feedback from neurodivergent employees to refine practices
Need a hard copy?
Download the full guide and checklist as a printable PDF.
Ready to make your workplace neuroinclusive?
Welcome Brain is here to help. Get in touch to learn more about consulting and CPD-certified training for managers and teams.