In the UK, approximately 20% of working-age adults live with a disability. Despite this, disabled employees remain significantly underrepresented in the workforce, with barriers ranging from inaccessible technology to insufficient support strategies.

We have partnered with industry expert Dr Sue Wilkinson who as a DSA assessor, clinical psychologist, lecturer, teacher and writer specialises in neurodiversity. Dr Sue walks us through the unique differences in each of our brains and what this means for employees in the workplace:

“The average human brain contains approximately 86 billion neurons. It is therefore not surprising that all of our brains function differently to each other. The neurons in our brains are responsible for transmitting electrical and chemical signals that enable us to think, feel and move.

How these neurons connect with each other and transmit signals between each other underpins our cognition. Our cognitive profiles are vastly different from one another, and these differences can result in labels such as ADHD, Autism, and Dyslexia. This neurodiversity (differences in neural connectivity and transmission) is part of human biodiversity. 

Neurodivergent brains can show atypical synaptic connections (the communication points – called synapses – between neurons), which alters how information flows across the network. Variations in neurotransmitter (dopamine, serotonin, etc) signaling also impacts on attention and sensory processing.

Additionally, some areas of the brain are more or less active compared to neurotypical baselines, which reflects different processing strategies. 

Understanding this helps us to appreciate not only the challenges for neurodivergent individuals in the workplace, but also how to harness their strengths. The alternative processing pathways evident in neurodivergent brains can often translate into great strengths, such as increased attention to detail, remarkable pattern recognition, or outstanding creative problem solving skills. Recognizing neuronal strengths reframes neurodivergent differences from deficiencies to assets. We can support workplaces to understand how to align roles, tasks and working environments with people’s natural predispositions for processing, and this often unlocks performance and talent that was previously hidden.”

Our very own Head of AT Training Thomas Jackson added:

“At Remtek Workplace, we know that creating an inclusive and productive environment isn’t just about having good intentions. It’s about making changes that really work for people. That’s why everything we do is designed to be practical, personal, and aligned with what organisations actually need.

It often starts with a Workplace Needs Assessment. This is where we sit down, listen, and identify the adjustments that will make the biggest difference. These assessments aren’t just about ticking a box. They give organisations a clear path forward, and employees the reassurance that their needs are truly understood.

From there, we look at the right tools. Our Assistive Technology and Ergonomic Solutions range from specialist software to adaptive equipment. It could be a screen reader, voice recognition software, or a well-designed chair. The important thing is that the solution fits the person and stands the test of time.

But handing over the tools is only part of the story. What matters is making sure people feel confident using them. That’s why we put just as much emphasis on Training and Integration Support. When staff know how to make the most of their tools, and when employers know how to embed adjustments into everyday life, that’s when change really sticks.

We also recognise that technology alone isn’t always enough. Our Coaching Services are there to help employees navigate challenges, embrace change, and build resilience. Coaching isn’t about telling people what to do. It’s about helping them find their own confidence, their own voice, and their own way forward.

This week feels like the right time to reflect. In my role as Head of AT Training, I’ve seen the difference it makes when organisations invest in accessibility. It’s not just about meeting legal obligations. It’s about unlocking potential, lifting morale, and helping teams perform at their best.

So let’s take this moment to ask ourselves: are we giving every employee the support they need to succeed? Because when we do, everyone wins.”