Neurodiversity is finally getting the attention it deserves in UK workplaces—but are we moving from awareness to real inclusion? While some organisations are making great strides, many recruitment and workplace practices still exclude neurodivergent individuals, whether intentionally or not. Around 15–20% of the UK population is neurodivergent, yet employment rates for groups like autistic adults remain worryingly low. Inclusive employers are rethinking recruitment, offering practical adjustments, and embedding neurodiversity in manager training—not as a tick-box exercise, but as a fundamental part of ethical and effective practice. Neurodivergent employees bring strengths in creativity, problem-solving and innovation when they are supported to thrive. This blog explores what true neuroinclusion looks like, and offers three things employers can do today: audit recruitment, create psychological safety, and include neurodivergent voices in policy design.

In 2025, far too many employees still feel unable to speak openly about their health. A recent CIPD report found that three in five young women have concealed period-related sick leave, fearing judgement or misunderstanding. Menopause, too, remains a workplace taboo, despite its impact on wellbeing and performance — with some women even leaving the workforce due to a lack of support. It’s time for change. This blog explores how stigma, silence, and outdated policies are failing not only women, but anyone who menstruates or experiences hormone-related health challenges. Inclusive, ethical workplaces must move beyond the basics, creating cultures of trust and openness. We explore why this matters, who’s being left out, and what employers can do — ending with three practical actions that can transform policy into meaningful support.