1/ Does your organisation have a formal policy on neurodiversity and inclusion *

Yes, a specific policy for neurodiversity

Covered within a general inclusion policy

No written policy

Not sure

2/ Have your job descriptions been reviewed to ensure they are neurodiversity-friendly (e.g., clear language, focus on essential skills, avoiding jargon)? *

Yes, recently reviewed with this in mind

Reviewed occasionally

Not specifically reviewed

Not sure

3/ Is the application process accessible to neurodivergent candidates (e.g., alternative formats, flexibility for timed assessments)? *

Fully accessible

Accesible upon request

Limited accessibility options

Not accessible

4/ Do your hiring teams receive training on neurodiversity, including bias reduction and inclusive communication? *

Yes, comprehensive training

Some training provided

Minimal training

No training

5/ Are candidates given the opportunity to request adjustments during the interview process (e.g., pre-interview questions, alternative interview formats)? *

Yes, always

Available on request

Occasionally

6/ Is there a formal process for onboarding neurodivergent employees, including support with introductions, expectations, and resources? *

Yes, with structured onboarding for all

Adapted if requested

Minimal onboarding support

No specific onboarding process

7/ How often do you review workplace policies to ensure they are inclusive of neurodivergent employees throughout the employee lifecycle? *

Annually

Occasionally

Rarely

Not reviewed

8/ Are neurodivergent employees actively included in discussions on changes affecting them, such as redundancy or restructuring? *

Yes, involved in a meaningful way

Consulted but not fully involved

Limited involvement

Not included

9/ Does your organisation provide specific support for neurodivergent employees going through transitions such as exit processes or redundancy? *

Yes, with dedicated support

Some support available

Minimal support

No specific support

10/ Do you have a system in place for neurodivergent employees to report barriers and receive timely support? *

Yes, with structured feedback system

Support is available upon request

No formal system, but employees can discuss with managers

No system in place

11/ How flexible is your approach to workplace accommodations for neurodivergent employees (e.g., flexible hours, remote work, modified tasks)? *

Very flexible, case-by-case basis

Flexible upon request

Limited flexibility

Not flexible

12/ Are sensory and environmental adjustments, such as lighting or noise-cancelling options, readily available? *

Yes, provided proactively

Available upon request

Minimal options available

Not available

13/ Does your organisation offer neurodiversity-specific training and development opportunities (e.g., accessible training materials, neurodivergent-friendly formats)? *

Yes, actively promoted

Available upon request

Limited options

None

14/ Is there a structured process for neurodivergent employees to access reasonable adjustments and support, such as sensory and communication needs? *

Yes, with clear process

Available but informal

Minimal support available

No formal process

15/ Do managers receive training on inclusive communication and neurodiversity-related feedback approaches (e.g., RSD considerations)? *

Yes, regularly

Occasionally

Rarely

Never

16/ Does your organisation actively support neurodivergent employees in accessing government programmes like Access to Work? *

Yes, we guide employees through the process

We provide basic information

Minimal support

No support

17/ Do you regularly review your performance management practices to ensure they are accessible and inclusive for neurodivergent employees? *

Yes, reviewed annually

Reviewed occasionally

Rarely reviewed

Not reviewed

18/ Are there clear pathways for neurodivergent employees to access career development and progression opportunities within your organisation? *

Yes, with tailored support

Available upon request

Minimal pathways available

No specific support

19/ Are meeting agendas sent out in advance to help neurodivergent attendees prepare? *

Yes, always

Sometimes

Rarely

Never

20/ Do you offer alternative ways for employees to participate in meetings, such as providing written follow-ups or allowing written contributions? *

Yes, routinely

Sometimes, upon request

Rarely

21/ How accessible are your digital platforms and tools for neurodivergent employees (e.g., screen readers, text formatting options, adaptable user interfaces)? *

Very accessible

Accessibility in most areas

Limited accessibility features

Not accessible

22/ Are training materials and resources adapted for neurodivergent employees (e.g., plain language, clear visuals, option to use closed captions)? *

Yes, adapted by default

Adapted upon request

Minimal adaptions available

Not adapted

23/ Does your organisation provide neurodivergent-friendly meeting facilitation practices, such as offering breaks and allowing flexible participation? *

Yes, consistently

Occasionally

Rarely

Not at all

24/ Do you ensure all internal communications, including training content, are accessible for neurodivergent employees (e.g., avoiding overly complex language and providing summaries)? *

Yes, routinely

Occasionally

Rarely

Not at all

25/ Do you conduct exit interviews with neurodivergent employees to understand challenges they faced and gain insights for improvement? *

Yes, part of our standard process

Available upon request

Limited options

Not offered

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