New Government Report Backs the Case for Neuroinclusive Workplaces
The Expert Academic Panel on Neurodiversity has published its final report and recommendations, chaired by Professor Amanda Kirby, founder of Do-IT Profiler.
The panel's key message is one we've long championed: neurodivergent people can flourish in work when given the right support based on their needs rather than a diagnosis.
The report lands against a stark backdrop. Only 34% of disabled people with autism were in work in 2024/25, compared to 55% of disabled people overall — a 21 percentage point gap that the panel's recommendations are aimed squarely at closing.
It also raises an uncomfortable question for employers leaning on existing frameworks: the panel found no evidence that Disability Confident-accredited organisations actually employ more disabled people than those without the accreditation. Accreditation alone isn't the answer; meaningful, needs-based support is.
ADHD and Rejection Sensitive Dysphoria
Upcoming webinar
For many people with ADHD, feedback doesn't just sting, it can trigger an intense emotional response that feels completely out of proportion to what was actually said. It's called Rejection Sensitive Dysphoria (RSD), and it's one of the most misunderstood parts of the ADHD experience at work.
Join us for a practical session on what RSD actually is, how it shows up in everyday workplace moments, and what managers and colleagues can do differently to make feedback land the way it's meant to.
Date: 22 October 2026 Time: 12:30 to 13:00 BST Ideal for: Line Managers and anyone responsible for their team's inclusion
A Psychologist's Perspective
The value of lived experience in coaching neurodivergent employees
Being a Business Psychologist that coaches employees who are neurodivergent means bringing more than professional knowledge into the coaching relationship. For me, it also means bringing lived experience, as I have combined type ADHD.
As someone with ADHD, I understand that the challenges associated with neurodivergence in the workplace are not fixed by demands such as "just be more organised" or "try harder to focus". This is largely because task initiation, prioritisation, emotional regulation, working memory and attention can interact in complex ways, especially when work environments are predominantly designed around neurotypical ways of working.
A lived experience of neurodiversity enables a different kind of understanding. As a coach, I can recognise the frustration behind what others may perceive as a straightforward challenge, notice patterns that a client may find difficult to articulate, and create a non-judgemental space where they do not feel that they have to justify every aspect of their experience.
That said, lived experience alone does not make someone an effective coach. Real value can come from the combination of this with psychological knowledge, coaching skills, professional boundaries, and a commitment to understand the employee that you are working with — "divergent" is part of the word for a reason, and no two neurodivergent people experience a condition in the same way.
— Ella Hancock-Johnson, Business Psychologist, Lexxic
Neurodiversity for Line Managers: Open Programme
Build confidence. Create inclusive teams. Support people to thrive.
A practical, evidence-informed session for line managers who want to support neurodivergent employees with more confidence, whether you're new to people management or experienced and looking to sharpen your approach.
We'll cover understanding neurodiversity, neuroinclusive leadership, building inclusive teams, legal responsibilities and reasonable adjustments, and how to have better conversations about strengths and support needs.
You'll leave with practical tools and strategies you can apply straight away.
19 November 2026, 10:00am to 12:00pm
Share your feedback on our new look
You may have noticed things looking a little different. We have refreshed the Lexxic website, bringing it in line with our evolved brand and our joined-up proposition with Do-IT Profiler. It is cleaner, clearer, and designed to make it easier to find what you need, whether that is information about our assessments, training, coaching, or accreditation.
We would love to hear what you think.