What is the Inclusive Employer award for?
This category celebrates businesses and managers that recognise the benefits of neuroinclusion and go above and beyond to create an accessible work environment.
Through proactive support, universal design and accessible systems and processes, these employers recognise that neurodiversity is good for business and celebrate diversity of thought.
If you know of any employers that deserves some recognition, nominate in 2025!
Sponsored by Fairer Consulting
Inclusive Employer Award 2024
Congratulations to the Neuro-Champions…
Scottish Water has helped to promote inclusion through a variety of channels including their 10 ERG’s, An excellent adjustments process, learning and training programmes, and the sharing of lived experience in employee groups. One employee said “when I decided to be completely open with my manager, she listened without judgement and immediately started to think of ways that we could work with my ND rather than against it.”
At Response neurodivergent colleagues across the organisation have helped to change the culture, ethos and working practices to increase neuro-inclusion. They have made it safe for employees to speak up about their experiences and express their needs. This has led to various measures including “Work with me Passports” where team members are able to capture their work needs and preferences. They now host regular meetings to deliver initiatives, review policies, and discuss organisational approaches.
Texthelps DEI Leadership Council ensures every employee is cared for through ongoing DEI and disability training workshops. Their 6 Employee Resource Groups (ERGs), with 70+ members, serve as catalysts for change. Recent wins at Texthelp include remote/hybrid work options, wellbeing initiatives, and career development transparency. One of their newest initiatives is a Universally Designed office space.
Laura Nielsen works as a neuro-inclusion lead at Thales UK where she has helped to create psychological safety for neurodivergent staff and other minority groups. Through education, connection and allyship she has been able to transform the way the company approaches design, adjustments, and leadership styles, enabling staff to contribute to building an inclusive work environment. Their “Be you, with us” inclusion strategy makes it easy for individuals to identify the need for adjustments and get them granted.
Kirsty Heywood-MacDonald founded Heywood-MacDonald Accountancy services after being made redundant (her disability was cited as the reason). She has built a team of accountants and bookkeepers, of which 75% identify as neurodivergent. By providing flexible working options, coaching, access to counselling, training, and more, she has been able to ensure everyone’s needs are met. The recruitment process encourages ND applications by offering accommodations, questions in advance, and different interview formats.
