Waitrose incident highlights importance of fostering a neuroinclusive workplace

Tyler Ross, Solicitor

Waitrose has recently come under scrutiny for its treatment of an autistic volunteer, Mr Boyd, who contributed over 600 hours of unpaid work across four years before being refused paid employment.

Waitrose has since reversed its decision and offered Mr Boyd a paid role. However, the incident highlights the reputational risks businesses face when failing to foster neuroinclusive practices.

This serves as an important reminder of the value of neurodiversity in the workplace and of the steps employers can take to support neurodivergent individuals effectively.

Inclusive Recruitment Practices

Neurodivergent individuals often bring exceptional strengths to the workplace, including creativity, attention to detail, and innovative problem-solving. Creating an environment that allows all candidates and employees to perform at their best benefits not only those individuals but also the business as a whole.

Ways that employers can adapt their recruitment processes to allow neurodiverse applicants to showcase their skills include:

• Using inclusive language in job descriptions to encourage a wider range of applicants. This can help candidates feel welcome to apply and feel more comfortable during interviews.

• Providing a virtual office tour before interviews to help candidates feel a sense of familiarity on the day of an interview.
• Making reasonable adjustments such as sharing interview questions or extending time for assessments.
• Offering examples of possible adjustments so candidates can identify what might help them perform at their best.

Supporting Neurodivergent Employees

Once hired, continued support is vital to ensure neurodivergent employees can thrive. To achieve this, businesses might consider making the following adjustments:

• Implementing flexible or adjusted start times. It may also be reasonable to allow neurodiverse employees to have regular short breaks to help with concentration and emotional regulation.
• Providing access to designated quiet workspaces to reduce overstimulation.
• Fitting adaptive lighting to accommodate sensory sensitivities.
• Giving clear verbal instructions followed by written instructions which succinctly summarises the task an employee has been asked to do.
• Setting realistic deadlines that allow employees to understand what they have been asked to do and perform without having to worry about time pressures.

Building an Inclusive Culture

Training managers and recruitment teams is key to fostering understanding and inclusion. This training should cover the benefits of neurodiversity, how to recognise when support may be needed, and how to implement effective accommodations.

Additional support mechanisms could include:

• Peer mentoring programmes, giving neurodivergent employees a trusted point of contact.
• Neurodiversity champions, who promote awareness and inclusion across the organisation.
• Specialist training for HR and managers to deepen understanding of neurodivergent conditions and workplace impacts.

How We Can Help

Creating a neuroinclusive workplace not only ensures compliance with equality legislation but also drives stronger performance, engagement, and innovation.

If you have concerns about supporting neurodivergent employees or addressing related workplace issues, please contact the Kuits Employment team at employmentdept@kuits.com or 0161 832 3434.