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Discover what's happening in the world of neuro-inclusion and GAIN

At GAIN, we are committed to advocating for fairness and accessibility in all aspects of life, including financial systems that impact young people, particularly those with neurodivergence.

We fully support OneFamily’s call for urgent reforms to address a system that has locked an estimated 80,000 young adults out of £200m in savings. This issue, affecting families across the UK, is especially challenging for those with neurodivergent children, who already navigate a complex system that often fails to meet their needs.


The current system forces families of young adults with mental incapacity to apply to the Court of Protection to access Child Trust Fund (CTF) savings. This process is lengthy, costly, and distressing. Families are burdened with legal and financial hurdles for amounts as low as £2,000, making it impractical for many to pursue. Campaigners estimate that by 2029, £200 million in savings could remain untouched if no changes are made.


As leaders in the financial services industry, we support the call led by OneFamily and other stakeholders for a streamlined, government-backed solution. The call comes in an open letter to Heidi Alexander MP, Minister of State, Ministry of Justice.


For years, CTF providers and key industry voices have advocated for a government-led solution. In 2021, the Ministry of Justice introduced the Mental Capacity Small Payments Scheme, and a public consultation followed. By February 2023, despite 87% of respondents affirming the scheme’s necessity and potential benefits for vulnerable children, the proposal was ultimately rejected. We are, however, encouraged by the industry-driven solution from OneFamily, Foresters, and The Investing and Saving Alliance (TISA), which has already simplified access to CTF savings for around 2,000 families. This collaboration within financial services, developed with input from the FCA shows the power of joint efforts to create real change. Yet, with only 70 applications to the Court of Protection for CTF access over three years, it’s evident that the system remains largely inaccessible for many families.

We are calling on the government to support the industry-led solution to streamline the process and reduce complexity for young people with disabilities and neurodiversity. By adopting this approach, firms can ensure that more young people and their families benefit from a simplified, accessible system. This will help close existing gaps, provide greater access to Child Trust Funds, and extend participation beyond individual firm customer bases, enabling broader access at scale.


At GAIN, we are particularly concerned about how this issue impacts neurodivergent young adults. Families with children who have neurodevelopmental conditions, such as autism or intellectual disabilities, already face significant challenges. We recognise that the system’s complexity and assumptions about mental capacity can disproportionately impact neurodivergent young people, who may be assessed as lacking capacity at 18. This underscores the need for solutions that respect and accurately assess individual needs. According to the National Autistic Society, 700,000 autistic people in the UK, with around 2% of the young adult population affected by autism. In addition, 1 in 7 people in the UK are neurodivergent, based on a broad estimate of the prevalence of various neurodivergent conditions, with around 1.5% of young adults aged 18-24 have a learning disability (Public Health England, 2023), and 70% of autistic individuals also experience mental health challenges, such as anxiety or depression (National Autistic Society). These neurodivergent young adults often struggle with complex systems, including the legal and bureaucratic processes needed to access savings. The additional burden of navigating the Court of Protection process exacerbates the stress of securing the necessary support, further isolating vulnerable young adults who need these financial resources to support their transition into adulthood.


By supporting this campaign, GAIN is advocating with our peers for a system that is truly inclusive. One that ensures vulnerable young people, and their families are not penalised by an outdated process, ensuring that the savings intended to support these young people are not left dormant but are used to improve their lives.


We believe every young person, regardless of their mental capacity or neurodivergence, deserves the opportunity to thrive. Through collective advocacy, we hope a fair and accessible solution will be found, ensuring financial systems work for everyone.

 

References

1. National Autistic Society – Autism in the UK:URL: https://www.autism.org.uk/about/what-is/autismThis page provides an overview of autism in the UK, including the statistic that approximately 700,000 autistic people live in the UK.


2.  Public Health England – Learning Disabilities in the UK:URL: https://www.gov.uk/government/publications/learning-disability-and-autism-statisticsThis publication provides statistics on learning disabilities, including the 1.5% figure for young adults with learning disabilities.


3.  National Autistic Society – Mental Health in Autism:URL: https://www.autism.org.uk/advice-and-guidance/professional-practice/mental-health-and-autismThis page highlights that 70% of autistic individuals experience mental health issues, such as anxiety and depression.


4. The statistic that 1 in 7 people in the UK are neurodivergent is based on a broad estimate of the prevalence of various neurodivergent conditions, including autism, ADHD, dyslexia, dyspraxia, and other cognitive or neurological differences. This figure is commonly cited by organisations like the British Psychological Society (BPS) and NHS England and is used to represent the approximate percentage of the population affected by neurodevelopmental differences.

 

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Sensory overload is a significant and often invisible workplace challenge that can increase mental strain for neurodivergent employees. It can create barriers to productivity, lead to high stress and anxiety levels, and increase the risk of burnout. By fostering a workplace environment that minimises sensory stressors and accommodates neurodivergent needs, organisations can help reduce the workplace burden on ND employees, ultimately benefiting both employee wellbeing and overall productivity.

Independent research by both ‘City and Guilds’ and ‘Neurodiversity in Business’ have shown that most companies have begun to understand that cognitive diversity is essential for their survival, embracing the neurodivergent employees and job seekers can be a solution to the talent gaps they face.


The real problem is that many companies do not know how to attract, hire, and retain such individuals.

Some organisations target specific neurodiversity traits, such as the GCHQ programme, identifying those that can see complex patterns to solve intricate problems. Those companies have moved beyond the legal minimums around reasonable adjustments, which cost very little to implement, and a lot to rectify if you end up in court. Rather, choosing to focus on the employee wellbeing and their mental health, amplifying their productivity and benefits to the organisation. 


So, what are the problems many companies have not yet understood?

Sensory overload can significantly increase the workplace burden for neurodivergent (ND) employees, affecting both their productivity and mental wellbeing. For neurodivergent individuals—those with conditions like autism, ADHD, sensory processing disorder, or certain mental health conditions—the everyday sensory environment in most workplaces can be overwhelming. Constant exposure to lights, sounds, smells, and crowded spaces that are tolerable or even unnoticeable to neurotypical colleagues may create lasting stress for ND staff, leading to heightened mental strain, reduced focus, and, over time, deteriorating mental health.


Sensory Sensitivities in Neurodivergent Populations  (Bogdashina, 2016), (Antshel et al., 2011), (Davies et al., 2021)

Neurodivergent individuals are often highly sensitive to sensory input, with autistic people especially affected by bright lights or loud sounds, which strain focus and cause exhaustion over time. For those with ADHD, noisy or cluttered environments increase cognitive load, making it harder to complete tasks, and interruptions often require them to restart as regaining focus is challenging.


Increased Stress and Mental Health Strain (Green and Ben-Sasson, 2010), (Hull et al., 2017).

Sensory overload heightens stress and anxiety for neurodivergent employees, especially in environments they can’t control. This often leads to 'masking' discomfort, which drains mental energy and can result in burnout. Autistic employees, in particular, may feel pressured to hide their sensory challenges to fit in, compounding their stress over time.


Impact on Workplace Productivity and Cognitive Load (Tickle-Degnen et al., 2004),

Sensory overload not only increases stress but also impairs cognitive performance in neurodivergent individuals, leading to fatigue, reduced focus, and lower productivity. Sensory processing challenges decrease task performance and job satisfaction, making sensory sensitivity a unique productivity barrier, especially in open offices where distractions hinder attention and accuracy.


Lowered Wellbeing and Increased Risk of Burnout (National Autistic Society, 2020), (Raymaker et al., 2020).

Sensory overload can harm the long-term wellbeing of neurodivergent employees, increasing their risk of burnout, which is linked to declines in mental and physical health, including higher rates of depression, anxiety, and chronic fatigue. Chronic exposure to uncomfortable sensory environments can lead to frustration, helplessness, and a loss of control, often pushing ND employees to seek accommodations or consider leaving their roles, if these needs remain unmet.


Effective Interventions and Accommodations (Schwartz et al., 2017).

Research shows that sensory-friendly accommodations can help reduce sensory overload’s impact. Options like quiet rooms, noise-cancelling headphones, flexible lighting, and remote work boost both productivity and wellbeing. Some companies also offer “quiet hours” to limit noise and movement in shared spaces. Training managers and colleagues on sensory issues fosters empathy and inclusivity, helping ND employees feel comfortable requesting accommodations.


Next steps for organisations

With research showing career satisfaction for neurodivergent workers is lower, as much as 50% as shown in recent findings within UK companies. It's important to get it right as an organisation, options include:


  • Prioritise holistic neuroinclusion, leaders should form, or consult with, their neurodivergent employee support group

  • Make Neuroinclusion a strategic HR focus, what are the right goals, how are you ensuring the neurodivergent population you already have are not overlooked?

  • Utilise evidence-informed wellbeing initiatives, this is what can generate the business benefits you are looking for. Cognitive diversity goes beyond gender and ethnicity (equally important) and will unlock those breakthrough solutions.


Addressing sensory overload in the workplace benefits both individuals and businesses. For employees, creating an environment that considers sensory sensitivities leads to improved mental wellbeing, reduced stress, and increased productivity preventing  By implementing practical adjustments such as quiet spaces, noise-cancelling equipment, and flexible lighting, organisations can foster a more inclusive environment where neurodivergent employees can thrive.


For businesses, prioritising neuroinclusion enhances employee satisfaction, reduces turnover, and boosts performance. Embracing neurodiversity helps organisations tap into diverse perspectives, driving innovation and improving problem-solving capabilities. Ultimately, by addressing sensory overload, companies not only support their workforce but also create a more sustainable, productive, and competitive business.

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"Getting to know myself as an ADHDer has meant I can love myself better too, and unmask and be my authentic self at home and at work. 


"I realised I was neurodivergent when I was 24, and have been waiting for an ADHD assessment for well over 2 years. I've spent that time researching and learning how to cope better with my "bad traits"; which I now know are my ADHD symptoms and I now know are not "bad traits", they are symptoms that need different strategies to manage them. This process has given me better insight to who I am, how I best work and what I need to support my own mental and physical well-being, and has empowered me to look after and advocate for myself. Getting to know myself as an ADHDer has meant I can love myself better too, and unmask and be my authentic self at home and at work.


"I started working for GAIN in May 2023, when I was interviewing I didn't really speak too much about my ADHD because I didn't have a formal diagnosis. The GAIN team embraced me and welcomed me exactly how I was, and our small neuroinclusive workspace has allowed me to learn even more about myself and enabled me to thrive. I can channel passionate energy into projects I deeply care about. I've discovered a love of public speaking and facilitating educational events for our members. I've learned that I can task-switch and I can easily help when something unexpected and urgent comes up. I know I work better when I have a deadline, so my manager sets interim deadlines to check on progress (even if it's a project that doesn't have a deadline). I can flexibly work meaning I can factor in long days to hyperfocus and get uber productive when I have a deadline coming up, or I can take longer breaks on other days when I need to focus on my wellbeing, meaning I don't get burnt out and can bounce back easily. As a team, our strengths and achievements are celebrated regularly, we can all rely on each other for help with our work and we all share the load when things feel a bit too heavy.


"A few years after I realised I could be neurodivergent, I see the first steps of doing my own research on ADHD and having the first conversations with my GP about wanting an assessment as a major step in a journey towards radical self-love. The road has been long, and the journey's far from over, but I'm so glad I started, and I'm glad I'm still going." 


Bea Richardson, Operations Manager, GAIN


Thank you Bea, for sharing this insightful piece that we know will encourage others on their journey.

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GAIN (Group for Autism, Insurance, Investment and Neurodiversity 

Our mission is simple: to spark an industry-owned and industry-led radical improvement in the employment prospects of neurodivergent people in insurance, investment and related areas of financial services.

To help achieve this, we have created a community hub of neurodivergent individuals, corporates, partners and researchers, all working together to create inclusive and diverse workplaces across our industry.

As part of membership packages our individual and corporate members can access this online hub providing a wealth of resources, events and partner offers.  

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