Why Neuroinclusive Leadership Matters in Today’s Workforce
A recent thought leadership project conducted by North West Employers and Manchester Metropolitan University showed that over 76% of line-managers in North West Councils have had experience of managing neurodivergent colleagues, and that more training, support and shared learning is needed to further support more neuro-inclusive workplaces.
North West Employers undertook this work after requests from its members for more understanding of neurodivergence in the workplace, how this is currently supported, and what else was needed to build line manager’s skills within this area. Key highlights from the report show that:
- Over 76% of Managers had experienced managing neurodivergent colleagues
- Only 43% were confident in supporting neurodivergent colleagues effectively
- 78% of respondents said that the physical working environment does not provide enough support for neurodiversity at work
Gillian Bishop, CEO at North West Employers commented on the findings: “This report shines a light on the lived realities of line-managers across the North West who are navigating this complex and evolving space. Over 75% of line-managers are already working with neurodivergent colleagues. Building neuroinclusive practice is not a specialist task—it is a core leadership capability.
“Our members told us they wanted clearer insight, stronger support, and a more confident understanding of how line managers can play a central role in creating neuroinclusive workplaces. The report’s findings clearly highlight a strong requirement for more training, more support, more knowledge-sharing and inclusivity to support managers to support their colleagues.”
“Neurodiversity in the workplace is not a niche concern; it is a fundamental part of building healthy, high performing, people centred organisations. When neurodivergent colleagues are understood, supported, and valued, workplaces become more innovative, more compassionate, and more reflective of the communities they serve. As this paper highlights, line-managers are crucial enablers of that environment. They are often the first point of contact, the brokers of support, and the individuals navigating the complexities of workplace culture, organisational systems, and individual need
“Now that we have a clearer understanding of the extent of requirement for support, we can provide more focused training, opportunities for shared learning and communities that can support each other to build more robust neuro-inclusive workplaces for everyone.”
North West Employers are a member owned and led organisation. Membership consists of the 36 Local Authorities within the geographical areas of Cheshire, Cumbria, Lancashire, Greater Manchester and Liverpool City Region alongside three combined authorities.
The full Report findings are available in here.