Neurodiversity in the Workplace

Cameron Thomas Excerpts

Wednesday 17th December 2025 Westminster Hall

[Sarah Hall]

I could not agree more. My hon. Friend makes a very good point.

Research by the Chartered Institute of Personnel and Development has found that one in five neurodivergent workers have experienced harassment or discrimination at work because of their neurodivergence.

[Cameron Thomas (Tewkesbury) (LD)]

Does the hon. Member agree that, in the workplace, the way that neurodiverse traits are observed and received can vary between men and women? Women can suffer the consequences of unconscious bias. As my constituent Zaphira recently explained, decisiveness and spontaneity in men can be viewed as emotional or impulsive in women.

[Sarah Hall]

I agree and feel that the hon. Member is describing me a little bit in that. So yes, I absolutely agree with that characterisation.

Just as concerning is the fact that nearly a third of neurodivergent workers have not told their manager or HR department at all, not because they do not need support, but because they fear stigma, stereotypes or the impact that disclosure could have on their career. That tells us something fundamental: the problem is not difference, but the environment that people are expected to work in. Neurodiversity describes the natural differences in how people’s brains behave and process information. We all think, learn and act differently and have different strengths and challenges. That is normal and human, yet the world of work is still too often built around a very narrow idea of what is typical. When workplaces are designed around that narrow norm, barriers are created.

--- Later in debate ---

[Sarah Hall]

I agree, and I will come on to that point in my asks of the Minister.

Something that I hear repeatedly from constituents is the lack of consistency around reasonable adjustments. Support agreed with one manager often disappears when roles change, teams move or a restructure happens. People are forced to re-explain themselves, re-justify their needs and start again. That is not dignity at work. Adjustments should travel with the worker and not depend on who happens to be in charge that month.

A constituent who contacted me described a stark contrast between workplaces that created barriers and those that removed them. In early roles, including in a warehouse and later in a café, my constituent was keen to work and learn, but support was minimal. Tasks were not adapted, opportunities to build skills were restricted and they were left without support. In more recent roles, they now volunteer as a radio presenter and at the Lowry theatre, and are also employed as a trainer delivering the Oliver McGowan mandatory training programme. My constituent tells me that she loves the reasonable adjustments that they have put in place for her, compared with the very little that was in place in earlier roles.

Another constituent, a new mother, contacted me about her attempt to return to work following maternity leave. She is autistic and requested reasonable adjustments to support her return. Instead of support, she was met with suggestions, including from HR, that needing reasonable adjustments meant that she is not fit for work at all. That response is deeply concerning, and it speaks to a wider problem about how disabled workers are too often treated.

[Cameron Thomas]

I have spoken before about how neurodiversity is still an opportunity to be fully exploited by the workplace and that it is significantly inhibited by the education system. Does the hon. Lady agree that the Disabled Children’s Partnership “Fight for Ordinary” campaign presents an opportunity to create educational and working spaces that fully harness diversity?

[Sarah Hall]

I absolutely agree with the hon. Member. I am passionate about inclusion in the workplace and for children in schools. I would be happy to work with him on driving that forward.

The response to my constituent was not inclusion, but exclusion, and it shows how neurodivergent women can be pushed out of work at exactly the moment that they most need understanding and flexibility. Many neurodivergent people are still met with damaging assumptions that they lack empathy, cannot understand humour, struggle socially or are somehow less capable or reliable. None of that is true, but those assumptions shape recruitment processes, performance management and workplace culture in ways that quietly exclude people before their abilities are ever recognised. The National Autistic Society has been clear that the biggest barriers that autistic workers face are a lack of understanding, negative stereotypes and failures by employers to adapt.