What our 2024 Individual Member Survey Taught Us: Part 3
- vic
- Nov 7
- 3 min read
Building a Clearer Picture of Neurodivergent Career Experiences
When we first started asking questions about career experiences in last year’s survey, we wanted to understand one thing: what happens to neurodivergent people once they get through the door?
It’s no secret that neurodivergent individuals face barriers entering the workforce. But what about staying in work, progressing, and being recognised for what we bring to our roles?
The responses we received last year painted a powerful, and at times painful, picture.
What the data told us
Even in organisations that are working hard to be inclusive, unconscious bias still creeps in. Many workplaces continue to hold unspoken ideas about what a “good employee” or a “future leader” looks like, and it's often someone who is outgoing, socially confident, and fits neurotypical communication styles.
Our data showed that strong talent can be held back simply because they don’t fit that mould.
One participant shared:
“My employer only promotes with an interview process for which I am not capable of presenting myself in the best way. My actual performance is a better way of assessing my ability, not how I can speak about myself.”
Others described being placed on performance plans for anxiety-related absences, or facing repeated rejections for promotion despite being asked to coach the very people who got the job instead.
The numbers reinforced these stories.
One in five neurodivergent respondents said they’d never received a promotion, whereas every neurotypical respondent reported at least one promotion in their career.
Neurotypical people overall appeared to earn more, with 31% reporting salaries over £100,000.
Neurodivergent women were less likely to receive promotions at all, while neurodivergent men were more likely to face disciplinaries or firing during their careers.
Taken together, these findings highlight how bias, inaccessible processes, and cultural expectations can quietly shape who moves up and who is left behind. When we consider that studies such as the Vulnerability Experiences Quotient (VEQ) and Zurich's Neurodiversity Recritment survey prove neurodivergent people already face barriers entering and staying in work, these patterns can have a compounding effect on long-term career success and economic security.
How the data changed the advice we give companies
These insights made it clear that inclusion isn’t just about recruitment. It’s about what happens after hiring; the systems, attitudes, and opportunities that define a person’s entire career journey.
We began developing workshops focused on allyship and cultural change, helping organisations see inclusion as something that everyone contributes to. We emphasise the importance of intentional workplace design, of building cultures that accept difference and are designed around flexibility, rather than looking for "culture fit".
We also encourage employers to rethink what they measure and reward. Leadership potential isn’t about who talks the most in meetings; it’s about who leads effectively, thoughtfully, and with impact.
“Companies should look at leadership coaching as something to specifically offer neurodivergent employees, and should also consider whether the current set of ‘leadership skills’ is something worth reviewing.”
Why we need your voice this year
This year, we’ve refined our survey to dig deeper, in the hopes we can start building the UK’s first neurodiversity pay gap report.
Disability pay gap reporting is becoming a growing topic of discussion in government, and while not every neurodivergent person identifies as disabled, we are included under the Equality Act 2010. Yet few organisations are collecting the kind of data that would let them understand or report on these gaps accurately.
That’s where your participation matters.
The more people who take part, the clearer our picture becomes — not just of inequality, but of opportunity. With a larger, richer dataset, we can demonstrate in hard numbers the long-term impact of exclusion and career stagnation, and build the evidence needed to push for systemic change in how workplaces assess, promote, and support their people.
Be part of the story
Every response adds a line to the bigger picture; a picture that employers, policymakers, and advocacy groups can’t ignore.
If you’re neurodivergent, a parent or carer, or someone working to make your workplace more inclusive, your experience counts. Whether you’ve faced barriers or found success, we need to hear it.
Together, we can make sure the next chapter isn’t just about the challenges, but about the change that follows.
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