The four key steps for organisational change: How young professionals can advocate for neurodiversity

Written by Amanda Jackson from Beacon Mental Health Training

Being aware and advocating for Neurodiversity is a reflection of the ways we think, learn, and interact with the world.

But neurodiversity is not just about specific conditions like autism, ADHD, dyslexia, or dyspraxia, it’s a recognition that every human being processes information differently.

“Neurodiversity may be every bit as crucial for the human race, as biodiversity is to life in general.  Who can say what form of wiring will be best for any given moment” - Harvey Blume American journalist, The Atlantic 1998

Too often, neurodiversity is framed as an issue for HR or workplace accommodations, something only relevant to those who are directly affected.

But in reality, neurodiversity is everyone’s business. Whether you're neurodivergent yourself or work alongside those who are, understanding and embracing different ways of thinking benefits teams, businesses, and industries as a whole.

The workplace is evolving, and organisations that fail to embrace neurodiverse talent risk falling behind.

But when businesses create inclusive environments, everyone thrives, not just neurodivergent individuals.

So, how do we move beyond labels and create workplaces that work for all brains?

Young professionals have a powerful voice in shaping the future of workplace culture. 

For neurodiversity to be truly embraced in the workplace, organisations need to go beyond basic awareness and take meaningful steps toward lasting change.

But change doesn’t just happen from the top down, you have an important role to play. 

By understanding and advocating for these four key steps, you can help create a more inclusive and supportive environment.

1 Awareness: Start the conversation

The first step is simply getting neurodiversity on the agenda. This might mean:

• Suggesting awareness campaigns.
• Encouraging your workplace to invite neurodiverse speakers or run educational workshops.
• Sharing personal experiences (if comfortable) or amplifying the voices of neurodiverse colleagues.

Even small conversations can help break down misconceptions and get the topic recognised as an important aspect of workplace inclusion.

2 Understanding: Educate yourself and others

Awareness isn’t enough, real change happens when people take the time to learn. As a young professional, you can:

• Educate yourself on different neurotypes (ADHD, autism, dyslexia, dyspraxia, etc.) and their workplace challenges.
• Share informative articles, podcasts, or LinkedIn posts to spark discussion.
• Challenge outdated views or stereotypes when they come up in workplace conversations.

By deepening understanding, you can help shift neurodiversity from being seen as a challenge to being recognised as an asset.

3 Acceptance: Foster a culture of inclusion

Understanding neurodiversity is one thing, accepting and valuing it is another. As a young professional, you can help build a culture of acceptance by:

• Supporting neurodiverse colleagues by listening to their experiences without judgement.
• Think about the language you use, make sure communication is clear free from idioms and assumptions.
• Calling out microaggressions or biases when you see them.  Comments like ‘we are all on the spectrum’, ‘doesn’t everyone experience that at some point’ or ‘this seems to be the new buzzword’ aren’t helpful and help strengthen the negative stigma and judgment around this topic.

True inclusion means that neurodiverse employees feel comfortable bringing their whole selves to work without fear of being misunderstood or excluded.

4 Action: Drive change in your workplace

Young professionals can be a driving force for action in the workplace. Here’s how you can push for real change:

• Advocate for inclusive policies – Encourage HR or leadership to review policies around hiring, workplace adjustments, and career progression for neurodiverse employees.
• Encourage flexible working – Many neurodivergent employees thrive with flexible hours, remote work options, or alternative ways of working.
• Suggest mentorship or peer support programmes – Having a support system in place can make a huge difference for neurodiverse employees navigating the workplace.
• Join or create an employee resource group – If your workplace doesn’t already have a neurodiversity network, why not start the conversation about launching one?

You don’t need to be in a leadership role to influence change.

Young professionals are shaping the workplaces of the future, and by speaking up, sharing knowledge, and advocating for neurodiversity-friendly policies, you can help build truly inclusive environments.

Whether it’s raising awareness, pushing for training, or simply being an ally, your actions can make a meaningful impact.

What can you do if you are (or suspect you are) neurodiverse?

You may be reading this, feeling overwhelmed or anxious because you’re a young professional who is neurodiverse, or thinks they might be and are struggling with masking, and trying to fit in to a neurotypical workplace. 

If this is you then it’s important to know that you’re not alone, and there are steps you can take to navigate the workplace in a way that works for you.

Here are some practical actions to consider:

1 Self-education and awareness

Understanding your own neurodivergent traits can be empowering. There are plenty of resources available, from books and podcasts to online communities that provide insights into neurodiversity.

Some great starting points include the ADHD Foundation, the National Autistic Society, British dyslexia association and Dyspraxia UK. 

Even though neurodiversity is classified as a disability or disorder, it is not something that needs to be cured, it doesn’t have to be disabling, understanding your needs and finding ways to manage and thrive are all possible and achievable with supportive people around you.

2 Seeking assessment and support

If you suspect you might be neurodiverse but haven’t received a formal diagnosis, you can explore assessment options through the NHS, private healthcare providers, or workplace occupational health services. Even without a formal diagnosis, you can still seek adjustments and support.   

3 Leveraging workplace adjustments

Under the Equality Act 2010, UK employers must make reasonable adjustments to support neurodiverse employees.

This could include flexible working arrangements, noise-cancelling headphones, project management tools, or even coaching support.

If you feel comfortable, speak with your HR team or manager about what might help you thrive. 

Access to work enables you to apply for a grant from the government to support your neurodiverse needs – even without a formal diagnosis.

4 Connecting with like-minded professionals

Networking with other neurodiverse professionals can be incredibly valuable.

Look for workplace neurodiversity networks, LinkedIn groups, or industry events where you can share experiences and learn from others who have navigated similar challenges.

5 Advocating for yourself

Recognising your strengths and communicating your needs can help you build confidence in the workplace.

Whether it’s requesting clarity in communication, using assistive technology, or setting up structured routines, small changes can make a big difference in your productivity and well-being. 

It is so easy to only notice the things you struggle with, find challenging or get wrong. 

Using negative language about yourself can then be a way of self protection but change your mindset and look for the things you find easy, do without much effort or achieve quicker than others. 

We often ignore these strengths but must realise them and see them as assets to your role and the company. 

Changes are happening in the way people are talking and thinking about neurodiversity but we still have a long way to go, it’s with hope that this article empowers you on your journey from awareness to action.

Amanda loves to support the Future Faces group and has been involved in panel meetings, discussions and the Future Faces podcast. 

Through her business, Beacon Mental Health Training she also runs accredited Mental health and Neurodiversity awareness in the workplace courses. 

She is a huge advocate for neurodiversity as she is navigating her way through her own ADHD diagnosis at 45 years of age.  Due to this she recognises the challenges and the importance of this subject for young professionals.

If you would like to know more about the courses Amanda offers please get in touch via amanda@beaconmentalhealth.co.uk or pass her details to your Manager or HR team so we can start to go from awareness to meaningful change.