June 20, 2025
The UK tech sector is expanding rapidly, yet inclusion efforts are not keeping pace. Employers estimate that only 3% of their staff are neurodivergent, but surveys indicate that over 53% of tech workers identify as neurodivergent when asked directly [9]. This discrepancy suggests that many neurodivergent employees are either concealing their identities or not being recognised.
This gap has real-world consequences. Neurodiverse teams can be up to 30% more productive [3], yet half of neurodivergent employees have taken time off work in the past year due to a lack of support causing burnout, illness, and overwhelm [8]. That’s a major retention risk for an industry that thrives on innovation.
Even in well-intentioned companies, many neurodivergent employees choose not to share their needs. Here’s what recent UK data tells us about why disclosure is still a barrier.
Concerns about being judged or misunderstood remain a top reason people stay silent.
65% of neurodivergent professionals in the UK say they avoid disclosing due to fear of discrimination from managers or colleagues [4].
27% are concerned about stigma, and 24% fear it could hold back their career progression [3].
When being honest feels risky, masking and hiding become default strategies.
Having a policy is not the same as having trust. Employees need to believe and actively see they’ll be treated with respect and care.
52% of neurodivergent staff don’t feel their organisation is supportive and only 37% feel supported within their teams [5].
If support isn’t visible or talked about often, disclosure feels too uncertain or sometimes even pointless.
Some employees are open to disclosing but don’t know how or who to approach.
72% of employees don’t disclose their neurodiversity [1] and 22.7% of neurodivergent professionals didn’t know who to speak to [10]. Uncertainty leads to silence.
Many employees simply don’t trust that disclosing will result in meaningful support.
53% of neurodivergent tech professionals say they choose not to disclose because they don’t believe the risk of stigma would be worth it [3].
Only 9% have ever requested a workplace adjustment, even when it could help [3].
This shows a disconnect between what’s offered and what feels accessible.
Past harm can shape present decisions.
50% have taken time off due to stress or overwhelm linked to unmet needs [8].
Many worry that disclosing would hurt their job prospects, even during recruitment [12].
When trust has been broken before, people become cautious for good reason.
Disclosure should always be a choice. The goal isn’t to pressure people but to create a workplace where, if someone wants to speak up, they feel safe and supported.
Ensure staff know who they can speak to, what support is available, and what to expect. Clear processes reduce fear and confusion. Transparency builds trust.
Managers often set the tone for psychological safety. With the right tools, they can respond confidently and inclusively.
At National Neurodiversity Training, we offer lived-experience-led training to help managers understand how to support neurodivergent staff and create safe spaces for disclosure.
To better support neurodivergent staff, companies need to understand what’s working and where the gaps are.
The Neurodiversity Maturity Assessment, created by National Neurodiversity Training, gathers anonymous data and feedback to highlight priorities for personalised improvement. This insight supports the development of a strategy that fits the specific context of each business.
Support should reflect the real experiences and preferences of neurodivergent staff, not a one-size-fits-all policy. This could involve improving how teams communicate, offering more structured workflows, or adapting routines to reduce stress and overload. The aim is to build everyday practices that feel safe, respectful, and sustainable for everyone.
Marking and celebrating dates like Neurodiversity Celebration Week in March helps to raise awareness and signal commitment. Visible support fosters a safer environment for disclosure.
Final Thoughts
Neurodivergent people are already part of your workforce. The question is: do they feel supported enough to share what they need?
Creating a culture that welcomes disclosure is not about collecting personal details. It is about trust, safety, and showing that support is available without judgement.
At National Neurodiversity Training, we support organisations to create workplaces where neurodivergent employees can thrive, whether they disclose or not.
From manager training to diagnostics and tailored strategies, we help companies take meaningful, data-informed steps toward inclusion
Contact us today to learn how we can support your neurodiversity journey.
