Closing the Gap Between Employee Benefits and Neurodiversity Needs

As we enter calendar year 2025, the call for increased employee benefits and educational programs that include neurodiversity has become more urgent, especially around support. working parents and neurodivergent individuals.

Despite the introduction of new benefit offerings, many companies still fall short of meeting the unique needs of these groups. Recent research and surveys reveal the gap between what employees need and what employers currently offer, revealing a critical area of ​​opportunity for forward-thinking companies.

1. Changing the Culture Around Neurodiversity

It is estimated that 15-20% of the population is neurodivergentbut many companies either underestimate the importance of this group or view it as too niche to provide significant resources.

Accordingly a new survey68% of employees reported unfamiliarity with neurodiversity, and only 14% reported receiving any training on managing neurodivergent employees. While some companies make efforts by hiring neurodivergent employees or offering specialized programs, these approaches often result in siled support structures that fall short of full participation in a truly inclusive environment; Organizations need to take a comprehensive approach that integrates neurodiversity into every layer of workplace culture. This involves a top-down mindset shift that includes ongoing soft skills training, strong employee resource groups (ERGs), and organization-wide mentoring programs.

BCBA Ed.D and RethinkFirst Clinical Services Executive Director Dr. According to Angela Nelson, “We live in stressful times with no shortage of personal, professional or family challenges. “Employers have the opportunity to focus on several – often overlooked – benefits for employees that can have a huge impact on both quality of life, quality of performance and engagement at work.”

2. Comprehensive Parent and Caregiver Support

Approximately 20% of employees work as caregivers for aging or sick friends and relatives, and a similar proportion of children in the household who need special support. This disability causes significant difficulties, often requiring employees to balance job demands with caregiving responsibilities.

Additionally, the need for child care is evident, with 79% in a recent survey stating: child care is important so that they can work. The majority of working parents who responded said they needed between 31-40 hours of child care each week. Another 19% said they need child care 41-50 hours a week.

Offering flexibility as a core company policy rather than an optional perk can play a crucial role in creating a family-friendly culture. Companies that prioritize caregiver support by providing resources for stress reduction, child and family mental health support, and social services not only promote a healthier work-life balance but also increase loyalty and productivity among employees.

3. Prioritizing Employee Health and Mental Health

Many employers are expanding their offerings of mental health and wellness benefits. However, the availability of mental health clinicians remains limited, resulting in Wait times for appointments range from 43 to 67 dayswhether in person or virtually. This barrier is compounded by high out-of-pocket costs, especially when out-of-network providers are the only option.

To better support employees’ mental health, companies should consider options such as free or low-cost virtual counseling, stress-reduction apps, and online courses focused on anxiety management.

By integrating resources that address these challenges, employers can reduce barriers to mental health care and create a more resilient workforce. Additionally, some companies are exploring on-site consulting as an avenue. offer immediate, accessible support.

Creating a Culture of Support

Such benefits are not just “nice to have”; They reflect a corporate commitment to supporting employees holistically. Dr. As Nelson explains, “People often don’t have the time or energy to research the resources or programs they or their family members need to be as resilient and successful as they want in life or work.” For employers, focusing on comprehensive and inclusive benefits for working parents, neurodivergent individuals and caregivers is crucial to nurturing both well-being and productivity.

Dr. Nelson’s insights underscore the need for a broad, flexible and responsive benefits strategy that prioritizes neurodiversity, caregiver support and mental health for companies planning their benefits strategies for 2025. These benefits can meaningfully increase both engagement and performance, transforming not only individual lives but also the overall workplace culture.

As companies prepare for open enrollment, integrating these insights into their benefits offerings can help meet the changing needs of today’s workforce and support a more inclusive and supportive work environment that includes neurodiversity.