About our Collaboration
iProtectU has worked in collaboration with a multidisciplinary team to support the development of our new Psychological Health and Wellbeing Software.
Their specialist knowledge has helped us consider the legal, technical, research, design, privacy and compliance requirements needed to create a practical global solution.
In this series, we feature their articles and personal perspectives on the development journey.
About the author
Hannah Beck, BSc (Hons) Forensic Investigation, is a Neurodivergence and Design Research Associate working on the design and development of the Wellbeing Product at iProtectU. She has a passion for creating inclusive, accessible and evidence based workplace solutions. Holding a Bachelor of Science (Hons) in Forensic Investigation and currently studying for a Master of Business Administration (MBA), Hannah combines analytical research skills with strategic thinking to improve wellbeing initiatives and organisational design.
Drawing on both academic research and her lived experience as an individual with autism and ADHD, Hannah brings a unique perspective to the development of neuroinclusive workplaces. Her work focuses on identifying practical ways organisations can better support neurodivergent employees through thoughtful wellbeing assessments, accessible design and reasonable workplace adjustments.
As part of the wellbeing project, Hannah has researched the challenges and strengths experienced by neurodivergent individuals, helping shape assessment frameworks that recognise the diversity of individual needs. She has also contributed to the design of accessible digital experiences, ensuring that wellbeing tools are intuitive, inclusive and respectful of neurodivergent users.
Hannah is passionate about challenging misconceptions surrounding neurodivergence and advocates for environments where different ways of thinking are recognised as valuable strengths. She believes that inclusive design benefits everyone, creating workplaces that foster innovation, improve employee wellbeing and enable individuals to thrive.
Neurodivergence in the workplace
Neurodivergence is an important topic both globally and personally. As someone with both autism and ADHD, I have experienced first hand the unique challenges and strengths that come with thinking differently. Throughout my life, I have often struggled with tasks that others find straightforward while excelling in areas that many people find difficult.
Working on this wellbeing project gave me the opportunity to combine my lived experience with academic research to create something that can genuinely improve workplace wellbeing. It also allowed me to offer insights into neurodivergence that may not always be visible to those without personal experience. For employers, this is increasingly relevant to psychological safety, workplace mental health and the broader management of psychosocial hazards.
Around 15 to 20% of the world’s population is estimated to be neurodivergent, meaning that billions of people could benefit from more inclusive workplaces. This highlights the importance of employers implementing effective wellbeing strategies, appropriate wellbeing risk assessment and reasonable adjustments that not only support neurodivergent employees but also improve productivity, engagement and retention across the workforce.
Understanding neurodivergence
Neurodivergence is an umbrella term used to describe people whose brains develop or function differently from what is considered neurotypical. It includes a wide range of neurological and developmental conditions, including:
- Autism
- ADHD
- Dyslexia
- Dyspraxia
- Dyscalculia
- Tourette syndrome
Every neurodivergent individual has unique experiences, strengths and challenges. Even people with the same diagnosis may have very different support needs, making personalised approaches essential.
In the UK, many neurodivergent conditions may be recognised as disabilities under the Equality Act 2010, meaning employers have a legal responsibility to consider reasonable adjustments and protect employees from discrimination. However, these legal protections should not be viewed as a burden. Neurodivergent individuals often bring exceptional strengths, including innovative problem solving, creativity, pattern recognition, attention to detail and the ability to think differently.
The challenge is not the individual; it is often the environment. When workplaces are designed with accessibility in mind, neurodivergent employees are far more likely to thrive.
The business case for inclusive workplace wellbeing
Supporting neurodivergent employees benefits everyone.
Employers should consider carrying out wellbeing risk assessments that are flexible enough to reflect the wide variation in individual experiences. Where workplace pressures such as workload, communication, sensory overload or organisational change are relevant, these assessments can also contribute to a broader psychosocial risk management approach. Rather than relying on a standard checklist, assessments should encourage open conversations about personal needs, psychosocial hazards and workplace barriers.
Research consistently shows that appropriate workplace adjustments can:
- Improve employee wellbeing
- Increase productivity
- Reduce absenteeism
- Improve staff retention
- Create a more inclusive workplace culture
Small changes can have a significant impact on both employee satisfaction and organisational performance. This is why employee wellbeing should be considered alongside psychological safety, workplace mental health and occupational health and safety, rather than treated as a separate HR initiative.
Researching workplace support
As part of my role within the wellbeing project, I researched the types of workplace questions that should be included in wellbeing assessments. Combining academic evidence with lived experience helped identify the areas that most commonly affect neurodivergent employees. These questions can support a more meaningful wellbeing risk assessment by helping organisations identify environmental and organisational factors that may affect employee wellbeing.
These include:
Sensory environment
- Lighting levels
- Visual distractions
- Use of sunglasses or reduced lighting where appropriate
Noise and auditory processing
- Access to headphones
- Ability to listen to music
- Quiet working spaces
Reading and information processing
- Breaking large amounts of text into smaller sections
- Adjustable font sizes
- Colour overlays or screen filters
Numerical tasks
For employees with dyscalculia:
- Calculator use
- Alternative working methods
- Adjustments to responsibilities where appropriate
Fine motor skills
For employees with dyspraxia:
- Pen grips
- Greater use of laptops instead of handwriting
- Adapted responsibilities when necessary
Working patterns reviewed
- Predictable schedules
- Flexible or preferred working hours
- Opportunities for remote working
Workplace environment reviewed
- Seating away from busy areas
- Desk dividers
- Reduced distractions
Concentration and focus considered
- Permission to use fidget tools
- More frequent shorter breaks
- Flexible approaches to maintaining focus
Instructions and memory
- Written instructions
- Note taking
- Audio recordings where appropriate
Working from home
Where roles allow, remote working can significantly improve wellbeing and productivity.
Managing change
Providing advance notice of organisational changes allows employees time to prepare and adapt, reducing unnecessary stress. Change, uncertainty, poor communication and workload pressure can all contribute to psychosocial hazards, so considering these factors is an important part of proactive psychosocial risk management and stress risk assessment.
Designing for accessibility
Alongside researching neurodivergence, I also contributed to the design and accessibility of the wellbeing project. For wellbeing software or employee wellbeing software to be effective, accessibility needs to be built into the user experience from the outset.
Accessibility should never be an afterthought. Wellbeing software should enable every individual to complete assessments comfortably and confidently while feeling understood and respected. Accessible design can also strengthen psychological safety by making it easier for people to participate in wellbeing risk assessment and communicate workplace needs.
Recommended accessibility features include:
- Adjustable font size and spacing
- Alternative colour themes and filters
- Screen reader compatibility
- Clear navigation
- Simple, direct language
- Clean page layouts with minimal visual clutter
Colour choices are equally important. Soft blues, greens and muted pastel shades can help reduce sensory overload while creating a calm, welcoming experience.
Perhaps most importantly, accessibility should never feel patronising. Neurodivergent adults are often unfairly infantilised, and design choices should always respect the professionalism, independence and individuality of users.
Language also matters. When discussing autism, avoid using the puzzle piece symbol or outdated terminology such as Asperger’s where current, respectful language is more appropriate.
Looking ahead, inclusive wellbeing by default
This wellbeing project has demonstrated that creating inclusive workplaces is not simply about meeting legal requirements; it is about recognising the value that neurodivergent individuals bring to organisations. As workplace wellbeing becomes more closely connected with occupational health and safety, psychological safety and psychosocial risk management, inclusive design should form part of the foundation rather than being added later. For organisations using health and safety software, these accessibility principles can also complement an approach informed by ISO 45003 to managing psychosocial risk.
By combining research, accessibility principles and lived experience, we can build environments where people are empowered to perform at their best rather than spending energy adapting to systems that were never designed with them in mind.
Inclusive design benefits everyone
Inclusive design benefits everyone. When organisations listen, adapt and invest in accessibility, they create healthier workplaces, stronger teams and better outcomes for both employees and employers.
Effective wellbeing software and psychosocial risk assessment software can support this process when technology is designed around real people, appropriate confidentiality and practical workplace needs.
Neurodivergence should not be viewed as a limitation
Neurodivergence should not be viewed as a limitation. With understanding, appropriate support and thoughtful design, it becomes a powerful source of innovation, resilience and diverse thinking that helps organisations thrive. Whether employers are considering employee wellbeing, workplace mental health, stress risk assessment, psychological safety or wider psychosocial hazards, the goal should remain the same: create working environments in which people can participate, contribute and perform at their best.
