Neurodiversity Isn’t A Buzzword, It’s A Legal Obligation
A recent tribunal case has made one thing crystal clear, ignoring neurodiversity in the workplace is no longer just bad practice, it can land you in legal hot water.
Bahar Khorram, a woman diagnosed with ADHD, recently won part of her case against IT giant Capgemini UK. After they failed to make what the tribunal deemed a reasonable adjustment, providing ADHD awareness training. The decision announced on 21 July 2025, could have serious implications for other organisations that treat neurodiversity training as optional or “nice to have.”
The truth is awareness training isn’t just about education, it’s about equity. It’s a way of levelling the playing field so that neurodivergent employees don’t have to constantly explain, defend or mask who they are just to get by.
At Perfectly Autistic, we talk to businesses every week about how they can support their neurodivergent staff in a way that’s meaningful, not solely performance related. So when I saw this case, I wasn’t surprised. Last year I trained as a workplace mediator, after seeing a sharp rise in companies reaching out after things had gone wrong with their neurodivergent staff, when listening and early support could’ve made all the difference.
But reading about Bahar Khorram’s case, I was encouraged that the legal system is starting to reflect what we’ve been saying for years. Neurodiversity training is a necessity.
So if you read this and want to know what you should be doing above and beyond neurodiversity training, by neurodivergent trainers, then read on.
Beyond traditional training sessions, what low-cost or scalable ways can companies raise awareness about neurodiversity among staff?
Awareness needs depth to it. That begins with structured training and education led by neurodivergent voices either internally or externally.
There are loads of simple ways to keep the conversation going without spending a fortune. Sharing quick tips on how to be neurodivergent friendly or interesting articles, podcasts or blogs can work well. Also updating onboarding and manager guides to reflect more inclusive practices, will help build awareness day to day.
How can employers build neurodiversity awareness into daily culture rather than rely on one-off training sessions?
Formal neurodiversity training shouldn’t be seen as a one-off fix. It’s the starting point for creating lasting, inclusive change, rather than being a tick box exercise. Real change then happens when inclusion is built into everyday culture, from how you hire and manage people, to how you communicate and give feedback. It’s about making small, consistent changes that actually stick.
Could assigning a neurodiversity ambassador or peer educator be more effective than mass training?
Having an internal champion can really help, but it’s not a replacement for proper training. They need the right support and shouldn’t be expected to do all the heavy lifting. It works best when it’s part of a bigger plan to make the whole workplace more inclusive.
What should Capgemini have done differently in this case?
Capgemini were told to put some basic ADHD training in place and just didn’t do it. For a big company, that’s a simple and reasonable step that could have made a huge difference. They should have followed the advice, given the training and looked at ways to support Bahar Khorram properly at work, beyond the training. Inclusion doesn’t have to be complicated, but it does have to be taken seriously.
This isn’t about pointing fingers, it’s about learning from what went wrong. Companies can either wait until they're in court, or they can choose to lead with empathy, understanding and action.
If your business is ready to take neurodiversity seriously, not just because you have to, but because it’s the right thing to do, let’s have a chat. I promise you, the difference it makes isn’t just legal. It’s human.