Autism Acceptance Month: Unlocking the potential of neurodiverse employees

At London South East Colleges (LSEC) we are committed to ensuring an inclusive workplace, where all staff can thrive. April is Autism Acceptance Month, so we want to highlight the value that neurodiverse employees bring and the simple but effective adjustments that can help them succeed.

Neurodiversity - including autism, ADHD, dyslexia and other neurological differences - offers unique strengths in the workplace. Many neurodivergent people bring fresh perspectives, strong problem-solving skills, attention to detail and great focus. Yet, despite these strengths, only 3 in 10 autistic adults are in employment, with many facing barriers such as rigid workplace structures, lack of understanding and difficulties accessing the right support.

As an FE college, we already work hard to support neurodiverse students - so ensuring that our staff receive the same understanding and adjustments is a natural next step. By making workplaces more accessible, employers can create an environment where neurodivergent employees don’t just cope, but excel.

Case Study: Leah’s Experience at LSEC

Leah Stone, LSEC’s Equity, Diversity & Inclusion Officer, was diagnosed with ADHD and autism as an adult. Learning about her neurodivergence was a turning point, helping her make sense of her experiences and develop strategies to work effectively.

Leah says: “Since joining LSEC five years ago, I’ve been really well supported by my manager and my colleagues, which has made such a difference to my life – both in and outside of work. It has also made me passionate about encouraging other employers to create environments where neurodiverse staff can thrive.”

Here are five adjustments that have made a real difference to Leah:

1. Flexible working – Hybrid or flexible arrangements help neurodiverse staff manage sensory overload and social fatigue. Leah works from home most of the week, allowing her to perform at her best.

2. Clear communication – Providing advance notice of meetings and structured expectations reduces stress and improves productivity.

3. Consistent workspaces – A dedicated workspace (rather than hot-desking) helps with focus and reduces anxiety.

4. Inclusive culture – Encouraging open discussions about neurodiversity helps develop a sense of belonging. Support networks and visible role models in leadership will create an inclusive environment.

5. Neurodiverse-friendly recruitment – Offering interview questions in advance and allowing different assessment formats makes the hiring process more accessible.

At LSEC, we believe that creating an inclusive workplace benefits not just neurodivergent employees, but the whole organisation. By embracing neurodiversity, all types of businesses can unlock a wealth of talent, innovation and fresh thinking.