One-Third of Managers Unsure About Neurodiversity Adjustments

Why It Matters

Managers’ uncertainty amplifies exposure to costly tribunals and undermines the credibility of diversity policies, pressuring firms to invest in sustained, practical training.

Key Takeaways

• 35% of managers lack confidence discussing neurodivergent adjustments.
• Neurodiversity discrimination claims rose 95% from 2020 to 2025.
• Only 39% of firms have provided any neurodiversity training.
• Just 21% embed training in ongoing programs rather than one‑offs.
• HR must link policies to measurable support to avoid tribunal risk.

Pulse Analysis

The surge in neurodiversity discrimination cases reflects broader societal shifts toward inclusive workplaces, but the legal landscape is tightening. Recent tribunal data shows a 95% increase in claims over five years, driven largely by autism and ADHD diagnoses. Courts are scrutinising not just the existence of policies but the demonstrable support provided to employees, making compliance a moving target for HR leaders.

Managerial confidence remains the weak link. The VinciWorks survey reveals that over a third of managers feel ill‑equipped to handle reasonable adjustments, and training efforts are sporadic. One‑off sessions fail to build the nuanced skills needed for ongoing accommodations, such as needs assessments and adjustment reviews. Embedding neurodiversity education into continuous learning pathways, with role‑plays and scenario‑based coaching, is emerging as a best practice that translates policy into everyday behaviour.

For businesses, the stakes are both reputational and financial. A tribunal can cost tens of thousands of dollars in legal fees and damages, not to mention the damage to employer brand. Companies that align their declared neurodiversity commitments with measurable outcomes—through regular audits, manager competency metrics, and transparent support channels—stand to reduce risk and tap into the productivity gains of a truly inclusive workforce. Proactive investment in sustained training and clear accountability structures is becoming a competitive differentiator in talent‑driven markets.