A quick summary:
In the past year, neurodiversity-related bookings on Heka have increased by 398%.
That kind of growth tells a story. Employees aren’t just talking about neurodiversity anymore - they’re actively looking for support that helps them work in ways that suit how their brains actually function. It goes far beyond seeking diagnoses; people are looking for tools and systems that support them in their everyday lives.
As neurodiversity awareness week shines a spotlight on different ways of thinking, the conversation is shifting. Awareness is important, but employees increasingly expect practical support from their workplace.
The reality is simple: neurodiversity doesn’t need fixing - workplaces do.
Neurodiversity is more common than many realise
Neurodiversity describes the natural variation in how people’s brains process information. It includes conditions like ADHD, autism, dyslexia, dyspraxia, and dyscalculia.
It’s estimated that 15–20% of the population is neurodivergent. But the true number may be even higher, because many adults remain undiagnosed, particularly those who grew up before awareness around neurodiversity became widespread. Others may recognise traits in themselves but haven’t yet had access to professional support or assessment.
That means a significant number of employees are navigating work without fully understanding why certain environments, expectations, or working styles feel challenging, and without the support that could help them thrive.
The gap between awareness and support
Awareness around neurodiversity has grown dramatically. But awareness alone doesn’t create inclusive workplaces.
Employees often struggle to access the tools, coaching, or professional guidance that could make a real difference to their work experience. Long waiting lists for assessments, limited access to specialist support, and workplaces not designed for diverse ways of thinking all create barriers.
This is where benefits strategies can make a difference. When organisations embed neuroinclusive support into their wellbeing offerings, they move from passive awareness to practical inclusion.
What meaningful neurodiversity support actually looks like
The surge in neurodiversity bookings on Heka reflects something important: employees want real, practical support, not just awareness campaigns.
Support needs vary. Some employees benefit from simple day-to-day tools that make work more manageable, while others seek coaching, therapy, or professional assessment to better understand their cognitive style.
Through Heka, employees can access a range of support designed to meet those different needs:
- Loop earplugs to manage sensory overload
- ADHD-friendly exercise programmes
- Counselling and therapy for emotional wellbeing
- ADHD coaching to improve focus, organisation, and productivity
- Burnout recovery support
- Mindfulness tools for stress management
- Free ADHD and autism consultations
- Clinical ADHD diagnostic assessments
These resources provide both everyday adjustments and longer-term guidance, helping employees feel supported at every stage of their journey.
Benefits strategies need to reflect real people
Traditional benefits packages were often designed around a narrow idea of what employees needed. But today’s workforce is more diverse in how people think, work, and experience the world.
When organisations provide flexible wellbeing support, employees can choose the tools and resources that work best for them - whether that’s therapy, coaching, sensory tools, or professional assessments.
Importantly, many forms of neurodiversity support benefit all employees. Tools that improve focus, reduce burnout, support energy management, or encourage healthier working patterns help everyone work in ways that suit them best. Inclusion done well elevates the entire workforce.
Moving from awareness to action
Awareness weeks are valuable because they spark conversation and challenge outdated assumptions. But the real impact happens in what organisations do next.
Research indicates that high percentages of neurodivergent employees are more likely to apply to or stay at employers that support neurodivergent staff well, underscoring the role of inclusivity in both attraction and retention. Without inclusive practices, 39% of neurodivergent professionals plan to leave their jobs within 12 months
The question for employers isn’t whether neurodiversity matters: it does. It’s whether your workplace, and your benefits strategy, recognises that different minds need different kinds of support.
Because at the end of the day, neurodiversity doesn’t need fixing. Workplaces do.
Get in touch to learn how we can help your organisation build a healthier, more energised and more productive workforce.
