Although the 2025 survey relates to ICAEW-accredited legal services firms, the guidance may also be useful for other ICAEW firms. It does not create new regulatory requirements or provide employment law advice, although firms should be aware that some neurodivergent employees may have protections under the Equality Act 2010.
What our 2025 diversity survey tells us
Results from our survey revealed that 11% of employees [1] identified as neurodivergent, however, 67% of these individuals had not disclosed this to their employer. This is broadly consistent with wider research on workplace disclosure rates.
There can be many reasons why someone may choose not to disclose that they are neurodivergent. These can include concerns about stigma or discrimination, uncertainty about how information will be received, concerns about career progression, or uncertainty about what support may be available. Delays in obtaining a formal diagnosis may also affect whether someone feels able to discuss their support needs or workplace adjustments.
Research into neurodivergence in the legal sector by neurodiversikey® similarly highlights concerns about discrimination and access to workplace adjustments. Among legal professionals surveyed their research also found that 45% did not identify as disabled based on their neurotype.
Why inclusive workplace practices matter
An inclusive workplace can help employees contribute effectively and can support positive workplace culture, employee wellbeing and retention. Including neurodivergent employees at work is called 'neuroinclusion'.
Disclosure is voluntary. However, many workplace practices that improve accessibility for neurodivergent employees can also benefit the wider workforce.
Five areas to consider for an inclusive workplace
The guidance focuses on the following areas, drawing on research and examples of good practice to provide a practical starting point for firms considering how to develop a more inclusive workplace.
1. Leadership and workplace culture
Leaders and managers play an important role in creating a workplace where employees are treated with dignity and respect.
2. Communication and management
Clear and consistent communication can reduce unnecessary barriers and uncertainty.
3. Recruitment, performance and adjustments
Some recruitment and performance processes could unintentionally create barriers.
4. The working environment
The physical and digital working environment can affect how different employees work.
5. Awareness, feedback and support
Awareness can help reduce misconceptions about neurodiversity but should be accompanied by meaningful workplace practices. Employees should not be expected to disclose their neurodivergence to contribute to discussions about workplace accessibility.
Considerations for smaller firms
Firms do not need a dedicated specialist team or extensive resources to consider whether their workplace is inclusive. Small firms may wish to start by asking:
- Do employees know who they can speak to if they need support?
- Are our management and communication approaches clear and flexible?
- Could small changes to our workplace or processes remove unnecessary barriers?
- Do we respond constructively when employees raise support needs?
ICAEW's workplace guidance
This resource aims to help firms reflect on their existing practices and identify possible improvements to support neurodivergent employees. It is informed by data from our biennial diversity monitoring survey.
Further information
ICAEW resources
- How to be an ally: managing neurodiverse teams
- Building an equitable workplace: senior leaders’ role
- The role managers play in creating a fair workplace
- How to audit culture
- How can you encourage neurodiversity in your organisation?
- Probate diversity data results
External resources
- Resources | neurodiversikey®
- Neurodiversity Toolkit | Business Disability Forum
- Reasonable adjustments for workers with disabilities or health conditions | GOV.UK
- Making your organisation neuroinclusive – neurodiversity at work | ACAS
- Neurodiversity at work – reasonable adjustments | ACAS
- Autism and neurodiversity | National Autistic Society
- Mindful Business Charter | MBC
Footnotes
[1] The term ‘employee’ refers to all individuals working within an ICAEW-accredited probate firm, including accredited probate practitioners, ICAEW members, Affiliates and all other staff.
ICAEW's workplace guidance
Reflect on your firm's existing practices and identify possible improvements to support neurodivergent employees.
Read the guidance in full