We're delighted to launch the first-ever Neurodiversity Employers Index - NDEI® Market Report, showing evidence-based insights into neurodiversity at work.

The NDEI® is the first gold-standard evidence-based workplace neuroinclusion index, which we developed to help organisations attract and retain neurodivergent talent and support thriving neurodiverse teams.

This year, 118 pioneering organisations spanning 10 sectors participated in the NDEI®, to learn more about becoming leaders in workplace neuroinclusion.

Today, we're pleased to launch the NDEI® Market Report 2024, which uses anonymised aggregated data from this year's participants to identify key themes in neuroinclusion across organisation size, sector and location.

The NDEI® Market Report celebrates the successes of organisations leading the way in workplace neuroinclusion. The report reveals the NDEI® gold, silver and bronze awardees*. These organisations are making a real difference in neuroinclusion, with policies, practices and procedures that accommodate and value the talents and perspectives of neurodivergent employees.

We call on all employers to join us in this mission to create a more inclusive, diverse and effective workforce

Dr Amanda Roestorf - Director of Research, Autistica

NDEI® Findings


A consistent finding from the NDEI® data is that, while organisations are doing a lot to support existing employees, there is lots of scope for change to make recruitment and onboarding more inclusive of neurodivergence. Many neurodivergent people find the traditional interview process a barrier to employment. By participating in the NDEI®, organisations can learn more about neuroinclusive recruitment policies, practices and procedures and benefit from the diversity of thought of neurodiverse teams.

The NDEI® revealed some promising results in people’s willingness to accept neuroinclusion in the workplace, with employees across all the organisations who took part in the NDEI® expressing an overwhelming desire to access neurodiversity-specific training. Additionally, 86% of neurodivergent respondents indicated they felt included by their colleagues at work.

The NDEI® revealed that only 30% of organisations have clear neuroinclusion goals and strategies. Over twice as many neurodivergent people (33%) answered that they didn't feel comfortable asking for adjustments than their neurotypical colleagues (14%).

Dr James Cusack, Autistica Chief Executive, said:

“Thank you to every organisation that participated in the first NDEI®. You have taken a brave and important step in an emerging topic. We can't drive positive change without the commitment of organisations willing to learn, grow and become more inclusive.

“Over three-quarters of organisations that participated indicated that their senior leaders are internally promoting a neuroinclusive culture. We are confident that more organisations will provide their staff with the tools and training to better understand neuroinclusion. This in turn will create a more supportive work environment where organisations will get the best out of all their employees.

“We have already had significant interest in organisations looking to take part in the 2025 NDEI®. We look forward to seeing what changes and improvements are reflected in the 2025 NDEI® Market Report.”

Key findings from the NDEI® Market Report

  • There is a strong desire from employees to take part in neurodiversity-specific training so that they can better support their colleagues.
  • Only 30% of organisations have a clear neuroinclusion goal and strategy .
  • Almost one in three (29%) of participating neurodivergent employees have experienced discrimination in the workplace related to their neurodivergence .
  • Neurodivergent employees are less likely to feel comfortable requesting accommodations than their neurotypical colleagues. Accommodations can make a crucial difference in a neurodivergent individual’s chances of success in a role. 



*We only list awardees who have opted in for recognition. All organisations' participation in the NDEI® is strictly confidential unless an organisation actively opts in for recognition.