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Organisations must redesign workplace systems to support neurodivergent professionals rather than expecting individuals to adapt, according to a new report by ACCA. The professional body’s study, ‘Neurodiversity in accountancy: navigating your career’, argues that businesses are beginning to recognise the significant strengths of neurodivergent employees.
It identifies five key areas for success, including understanding cognitive profiles, making strategic disclosure decisions, and leveraging technology.
Its research suggests that the most effective workplace support is co-created between the employer and the individual. It also emphasises the importance of building personal support systems and advocating for individualised adjustments to help staff thrive.
The report, released during Neurodiversity Celebration week, features insights from accountancy professionals on their lived experiences. It notes that formal diagnoses often provide a transformative reframing for many workers in the 21st Century.
Global head of skills, sectors and technology at ACCA, Jamie Lyon, said: “The narrative is moving from “what can neurodivergent people do for organisations?” towards “what systems need to change to enable everyone to work effectively?” This reframe matters because it shifts responsibility: individuals should not need to adapt to the workplace – the workplace needs to be designed better. But the gap is still far too wide.”
Neuro-inclusion consultant at PegSquared, Tania Martin, added: “As someone who has navigated my own career with ADHD, I know how much a small change in environment or approach can transform someone’s working day. This research is a reminder that neuro-inclusion is not about grand gestures – it’s about the practical steps that make a real difference to real people, right now.”
