Creating Inclusive Wellbeing Strategies that Work

Did you know that at least one in seven people are neurodivergent? Despite this, wellbeing strategies often fail to consider their needs. Many businesses focus on generic initiatives such as wellbeing weeks, free fruit, and alternative drink options. While these are positive steps, they don’t create truly inclusive workplace cultures that support all employees.

In this blog, we’ll explore how businesses can implement high-impact wellbeing strategies that support neurodivergent employees and, ultimately, benefit the entire workforce.

Why Current Wellbeing Strategies Fall Short

HR teams often approach wellbeing as an annual initiative - bringing in guest speakers, hosting events, and offering perks such as free fruit. While these efforts can contribute to a positive work environment, they do not address the core challenges that neurodivergent employees face, such as:

• Sensory Overwhelm– Open-plan offices, bright lights, background noise, and temperature inconsistencies can create discomfort and reduce productivity.

• Communication Challenges – A lack of clear, structured communication can make it difficult for neurodivergent employees to process information and contribute effectively.

• Rigid Work Environments – A ‘one-size-fits-all’ approach to working conditions can create unnecessary barriers to success.

To create a truly inclusive workplace, businesses must embed wellbeing into their culture rather than treating it as an add-on.

The Role of Flexibility in Wellbeing

Flexibility is key to creating an inclusive culture where all employees can thrive. Unfortunately, the term ‘flexibility’ is often misunderstood due to its association with the legal framework for flexible working requests. While remote work and flexible hours are valuable, true flexibility goes beyond location and scheduling.

Flexibility means:

• Allowing employees to choose where and how they work best.

• Providing options within the office, such as quiet spaces, designated desks, and noise-cancelling headphones.

• Recognising that different tasks may require different environments - some employees may need open spaces for brainstorming and enclosed areas for focused work.

When we empower employees to work in ways that suit their needs, they see improvements in productivity, engagement, and overall wellbeing.

The Importance of Person-Centric Management

One of the most significant factors influencing workplace wellbeing is management. A strong, inclusive wellbeing strategy requires person-centric management, which means adapting leadership and communication styles to support individual needs.

For neurodivergent employees, this could include:

• Adjusting communication methods (e.g., providing written instructions alongside verbal ones for dyslexic employees).

• Allowing tools for proofreading or removing unnecessary focus on minor errors.

• roviding structured meeting agendas in advance to help employees prepare.

Managers are pivotal in ensuring that reasonable adjustments are implemented effectively. However, many managers are promoted based on job performance rather than leadership skills. This makes manager training essential - not only in general leadership skills but in understanding how to manage diverse teams inclusively.

Creating a Psychologically Safe Workplace

Psychological safety is fundamental to workplace wellbeing. Employees should feel comfortable being themselves, expressing concerns, and seeking support without fear of judgment or negative consequences.

To achieve this, businesses should:

• Design office environments that accommodate sensory needs, such as adjustable lighting, quiet rooms, and varied temperature zones allowing people to talk openly about working in ways which help them.

• Encourage open conversations about workplace needs and reasonable adjustments.

• Ensure that managers are trained to support neurodivergent employees effectively.

The Business Case for Inclusive Wellbeing

Beyond being the right thing to do, investing in inclusive wellbeing strategies makes good business sense. Employees who feel valued and supported are more engaged, productive, and likely to stay with the company. With one in seven employees being neurodivergent, ignoring their needs means potentially losing out on incredible talent. When we support those who are neurodivergent we support all employees as it’s simply recognising the value in us all being different and different ways to reach the same goals.

By embedding inclusivity into workplace culture, businesses can create an environment where all employees - neurodivergent or not - can thrive.