An inclusive employer doesn’t just talk about diversity — they put it into action. They recognise that every worker is different, and that this diversity is a strength. But inclusion isn’t just a buzzword or a policy tucked away on a shelf. It’s something that’s lived and felt across a workplace, in big decisions and in everyday practices.
So, what does a truly inclusive employer look like?
They recruit fairly
Inclusive employers make sure their recruitment processes don’t unfairly filter out neurodivergent people. This might mean offering clear, simple job descriptions focused on what really matters in the role, not unnecessary criteria that put good candidates off. It could mean providing interview questions in advance or offering alternatives to traditional interviews, like work trials or practical tasks.
An inclusive employer understands that good recruitment is about finding the right person for the job and not about testing who can navigate often outdated hiring processes.
They offer flexible working
A one-size-fits-all approach to working hours, locations or patterns doesn’t work for everyone. Inclusive employers are open to flexible working, whether that’s adjusted start times, home working options, or part-time patterns that fit people’s needs.
For example, an autistic colleague might find that starting work later in the morning helps manage anxiety linked to busy commuting times. Someone with ADHD might thrive when they can take short, regular breaks to reset focus.
These aren’t “extras”, they’re ways of unlocking people’s full potential.
They provide practical adjustments without a battle
A good employer doesn’t make staff jump through hoops to get simple adjustments. They listen and act, whether that means offering noise-cancelling headphones, creating quiet spaces, giving clear written instructions, or allowing people to choose where they sit.
Importantly, they don’t wait for someone to disclose a diagnosis to start thinking about inclusion. They build workplaces where adjustments are seen as part of good management, not special requests.
They foster a supportive culture
An inclusive employer doesn’t just rely on formal policies. They work to create a culture where people feel safe, respected, and valued. This could mean providing neurodiversity training for managers and teams, encouraging peer support networks, or backing employee resource groups (ERGs) for neurodivergent staff.
It also means tackling stigma head-on and making sure no one feels they have to hide who they are at work.
How union members can help push for change
Working together, we have power. We can challenge employers to live up to these standards. We can back campaigns like Work Without Barriers, support motions at meetings, and encourage colleagues to raise inclusion in conversations at work.
Together, we can make sure inclusive workplaces become the norm — not the exception.
