SINGAPORE: Research suggests that an estimated 15% of the population* is neurodivergent, yet many managers are still unsure about how to provide the right support for their employees. To help change this, Business Disability Forum (BDF) has launched new guidance to provide practical advice to employers on how to support neurodivergent colleagues in the workplace.
Over half of all enquiries to BDF’s Advice Service relate to neurodiversity at work. At the same time, recent research from the City & Guilds Foundation in their Neurodiversity Index Report 2026 found that managers are lacking the practical tools and knowledge needed to turn good intentions into real workplace change. The report found that neurodivergent employees continue to report lower levels of psychological safety, uneven support and delays in accessing workplace adjustments.
BDF has launched Supporting neurodiversity in the workplace: a practical guide for managers. The guide provides tips and advice for line managers, helping them build the confidence to start conversations, understand individual needs and to identify and put in place workplace adjustments, so neurodivergent employees can thrive. Attention Deficit Hyperactivity Disorder (ADHD), autism, dyscalculia, dyslexia, development co-ordination disorder (DCD) and Tourette’s syndrome are some of the conditions associated with neurodivergence and mentioned in the guide, although there is no definitive list.
In addition, BDF has also published a guide to language around neurodiversity to help organisations develop their own language and communications policies.
Natalie Leister, Head of Practice and the Advice Service at BDF, says: “Neuroinclusive businesses are better businesses. Workforces benefit from greater diversity but there is still a lot of misunderstanding about what neurodiversity in the workplace means and how to meet the needs of neurodivergent colleagues.
“Supporting neurodiversity in the workplace starts with understanding neurodiversity itself and the barriers that neurodivergent colleagues can experience, knowing how to spot the signs that someone may need support, and being clear on what support can be offered.
“We know that line managers have a pivotal role to play in discussing and securing adjustments that can significantly impact the day-to-day experiences of their neurodivergent employees. We hope our guide will equip managers to hold those conversations and to work with colleagues to put in place the right support.”
Practical tips for line managers
Focus on identifying the barriers the person finds challenging and identifying practical solutions. Two people with the same neurodivergent condition may present very differently and have very different needs. A manager’s first response should be to ask the employee if they need any support rather than trying to diagnose a condition.
If someone is not sure what support may be helpful or what is available, discuss what your organisation can offer and signpost them to support.
Reassure the person, especially if they are struggling with their role. Neurodivergent people can be anxious about their performance, and many will have a lifetime of negative feedback and stigma which can adversely affect confidence.
Remember that neurodivergent employees have many strengths, and managers should encourage colleagues to use these strengths in their work. By identifying and capitalising on these strengths, managers can support employees to perform at their best, to the benefit of both the individual and the organisation.
More information on how to support neurodivergent employees can be found in the new Supporting neurodiversity in the workplace: a practical guide for managers guidance.
* The City & Guilds’ 2025 Neurodiversity Index estimates that 15% of the UK population (approximately 10 million people) are neurodivergent based on the self-identification of a sample of 1385 respondents. Respondents were able to pick more than one condition from a list including ADHD, autism spectrum condition (ASC), dyslexia, developmental language disorder (DLD), DCD, dyscalculia and tic disorders. The Office for National Statistics reports on some neurodivergent conditions, such as autism and ADHD, but does not currently produce a single figure for all UK adults diagnosed with one or more neurodivergent conditions.