February HR Hub | Poll Results and Q&A Blog

At our February 2026 HR Hub, we were joined by Melanie Francis, Chartered FCIPD and Director of Neurodiversity at Work at Do-IT Solutions & Lexxic, for a practical and thought-provoking session on neurodiversity in the workplace.

Mel challenged us to move beyond labels and awareness, reminding us that we are all neurodiverse and that no two individuals, even with the same diagnosis, will present in the same way. The session explored prevalence data, overlapping conditions, workplace strengths, and the growing legal and cultural importance of neuroinclusion.

As always, we ran a series of live polls to understand what organisations are currently experiencing. Here’s what we learned.

How Often Is Neurodiversity Actively Discussed?

We asked: How often is neurodiversity actively discussed in your organisation?

• 14% said Frequently and openly
• 65% said Occasionally, in specific contexts
• 20% said Rarely
• 2% said Not at all

While it’s encouraging that the majority are having conversations at least occasionally, only a small proportion described discussions as frequent and open. This suggests that, for many organisations, neurodiversity remains reactive, raised only when needed, rather than embedded in everyday culture.

How Confident Do HR Professionals Feel?

We asked: How confident do you feel talking about neurodivergence with managers or colleagues?

• 10% said Very confident
• 50% said Fairly confident
• 38% said Somewhat unsure
• 2% said Not confident at all

Although half of the respondents feel fairly confident, nearly four in ten admitted to feeling unsure. This aligns closely with one of Mel’s core messages: education and shared language matter. Without clarity and understanding, even well-intentioned professionals can hesitate.

Are Employee Relations Cases Increasing?

We asked: Have you seen an increase in employee relations cases or formal discussions where neurodiversity is raised?

• 19% said Yes - significantly
• 40% said Yes - slightly
• 23% said No - it’s about the same
• 13% said No - we haven’t seen this arise
• 5% said I’m not sure

Nearly 60% have seen at least some increase in cases where neurodiversity is referenced. This reflects wider trends, including the rise in Employment Tribunal judgments citing neurodivergent conditions. As discussed in the session, cases such as Sherbourne v Npower highlight the risks of failing to make reasonable adjustments, even where a formal diagnosis has not yet been established.

What’s the Biggest Barrier to Open Conversations?

We asked: What is the biggest barrier to more open conversations about neurodiversity in your organisation?

• 45% said Fear of saying the wrong thing
• 33% said Lack of understanding
• 11% said Competing business priorities
• 10% said We assume we’re already inclusive

The clear takeaway? Fear is the biggest barrier. Many organisations want to be inclusive, but worry about using the wrong terminology or causing offence. Mel emphasised that avoiding the conversation altogether creates greater risk, both culturally and legally.

Live Chat Q&A: 

1. I am a little unclear on the guidance shared here about seeking a diagnosis. Would you still recommend someone to try to get an ADHD diagnosis if they are struggling with things typically seen in people with ADHD? Or would you recommend that they seek a different type of diagnosis/assessment method? 

The decision of whether to seek a diagnosis is a very personal one. The key message is to explore options and to know that diagnosis is not always the only option. Screening tools such as the Do-IT Profiler and assessments can give as much detail, but a diagnosis will be required if medication is recommended.

2. With the overwhelm in getting a diagnosis, can occupational health or other organisations (even schools or universities) support with screening in the future?

For sure. In fact, employers don't need a diagnosis to support, as we discussed on the webinar, so screening tools, such as the Do-IT Profiler, are a much more effective option for employers. This is for personalised recommendations, cost and time.

3. If an employee doesn't have a diagnosis but suspects they are neurodivergent, are they obliged to disclose it to their employer?

Not at all. As with any condition, the choice to disclose is entirely personal.

4. Can you please talk about managing employee expectations when a reasonable adjustment request goes into a reduction in the workload and inadvertently leads to having an adverse impact on other colleagues? A few cases I am dealing with have a significant gap between individuals' expectations and what, as an employer, can be put in place. The main aim is to support staff, but also not end up in a tribunal because staff are not happy with not being given a reduction in the workload.

The impact on other colleagues is the key part of this question, I believe. Supporting all staff is the right aim, but we also have additional legal requirements that require a disability to be considered. You will want to explore all options to ensure that adjustments are reasonable, including operational changes. These won't always be possible. The important thing is to show that you have seriously considered adjustments and can justify any decision.

5. What should be the approach when the skills required for a position (e.g. attention to detail) mean that the individual will not be able to meet performance requirements?

The important thing is to assess the skills required for all candidates. If an individual doesn't meet the requirements, you need to be able to show that you have fairly assessed them. If someone shares that they require adjustments to perform the task, you need to explore whether it is possible to make those adjustments so they can do it. It is not always possible, but you need to be clear about why not.

6. What if an employee is diagnosed and generally performs well but hasn't expressed any need for reasonable adjustments or accommodations? Should we be asking them proactively and noting if they decline?

If someone has shared that they have been diagnosed with a neurodiverse condition, the most important question you can ask is "What does that mean for you?" and seek to understand. You can ask whether they need any support in carrying out their role, by all means. If they decline, keep your records. Some people may not need support. Some may not know what is available and whether it will help. A tool such as the Do-IT Workplace Profiler can be really helpful in supporting someone to explore their strengths and challenges and what adjustments might be useful for them too.

7. We are looking to introduce body doubling sessions for all staff - are there any resources you could recommend to support implementing this?

I don't know anything about body doubling, I'm afraid.

8. Is it ok to broach a conversation with someone? Is it likely that some people may be unaware?  How would you approach that conversation?

I am not sure what conversation you are broaching? If you are asking if it is OK to speak to someone who you think may be neurodivergent, but they are not aware, then the answer is no. I would advise that you don't do that. We are all neurodiverse, and we all approach things in different ways. Telling someone you think that they might be ND might not be received well, and there are so many other factors in someone's personality and circumstances that you may not know about. So, no.

Final Thoughts

This month’s HR Hub reinforced that neuroinclusion is not about ticking a policy box. It requires awareness, education, confident leadership and practical adjustments embedded across the employee lifecycle.

With increasing disclosure hesitancy, rising tribunal references, and growing expectations around inclusion, organisations that move from awareness to action will be better placed to attract, retain and support diverse talent.

Thank you to everyone who joined us live and contributed so openly to the discussion.

If you want to know more about the Neurodiversity assessment tools, training and consultancy from Do-IT and Lexxic, please contact info@doitprofiler.com

Employment Rights Act 2025 - What Employers Need to Know

The Employment and Immigration team at RWK Goodman will provide a practical update on the most significant reform to workers’ rights in a generation. The session will cover:

• Key changes coming with the Employment Rights Act 2025
• An immigration update
• Recent case law developments

Join us for a clear and focused seminar designed to help employers prepare confidently for the changes ahead.