Why we should make retrofit sector welcoming for neurodiversity

Claire Brown of Turner & Townsend (Subject Matter Expert, RISE team) explains why it’s important to foster an environment that’s comfortable for neurodivergent individuals in the retrofit space.

As domestic retrofit programmes grow, the sector has an opportunity to create an environment where more people feel supported, valued and able to do their best work.

An important part of this is understanding neurodiversity. Across the construction sector, around one in four workers identify as having a neurodivergency; significantly higher than the general UK estimate (one in seven). Project-based research shows 46% of construction project professionals consider themselves neurodivergent, compared to 31% in other sectors.

These figures demonstrate that neuro-inclusive working practices cannot be overlooked – they are essential to teams delivering retrofit right now. And they are critical for growth in the sector by attracting and retaining a wider range of talent, skills and perspectives.

What is neurodiversity?

Neurodiversity is the idea that people naturally think, learn, process information and experience the world in different ways. It recognises that there is no single “right” way for the brain to work and that individual people have individual needs.

Often this is associated with people who have autism, ADHD, dyslexia, dyspraxia or other neurological differences, but can include anyone with a wide range of communication styles, strengths and ways of processing information.

Neurodiversity brings great strengths into the workplace. Differences can greatly enhance skills across a team. Attention to detail, analytical thinking, pattern recognition and strong quality assurance skills are all strengths that contribute to streamlined, efficient and successful projects.

The right working environment improves outcomes for everyone

Being aware of neurodiversity across the workplace means creating environments where everyone has a chance to show their strengths and thrive. Noisy sites, unclear instructions or last‑minute changes, inconsistent documentation and informal ways of working, can create unnecessary barriers for some workers – even when they are highly skilled and experienced.

Stigma and non-disclosure also create barriers and challenges that all managers should be aware of. Many neurodivergent workers do not feel safe sharing their needs (36% have not disclosed their neurotype, and 38% feel there is little or no empathy in the sector) and some may hide their traits to fit in, which can lead to stress and reduced wellbeing.

Small changes make a significant difference:

• Prioritise predictable communication: Use clear language, provide advance notice of changes, and share information in multiple formats (written, verbal, and visual) to avoid ambiguity.
• Structure meetings and tasks: Reduce cognitive load by sharing agendas early, providing clear action summaries, and defining explicit expectations for what constitutes a ‘complete’ task.
• Optimise workspace and recruitment: Providing quiet areas, adjustable lighting, and noise-reducing equipment, while adapting recruitment processes to be transparent and jargon-free.
• Empower managers: Equip leaders with training on giving clear instructions, responding supportively to disclosures, and understanding sensory triggers to foster a more inclusive environment.

Adjustments like these can help create happier, healthier and more efficient working environments where more people can contribute confidently and effectively.

There may need to be cultural shifts within some organisations to create long lasting change. Designing fair, clear and consistent systems is central to EDI delivery and supports Equality Act compliance. And promoting consistency across contractors and subcontractors is equally important, as inclusion only works when it is built into how the whole supply chain operates.

When people feel supported, understood and able to thrive, the whole retrofit sector benefits – creating stronger teams, more successful projects and a resilient workforce ready to deliver at the scale needed for the future.

The RISE Advice Pack: Supporting neurodiversity in retrofit, and Masterclass-on-demand: Delivering EDI in the retrofit supply chain offers practical, evidence‑based steps to help organisations embed inclusive practices across the retrofit environment.