UK 
United States
Most HR and benefits leaders don't need convincing that neurodiversity support matters. Around 15% of the UK workforce is neurodivergent, and NHS diagnostic waits often run past two years. The harder question is what to actually build, given that most existing benefits stacks weren't designed with this in mind.
BNP Paribas built something, and won an award for it. Lauren Lunniss, the bank's Health & Wellbeing Lead, put together a programme that moved from "we suspect there's a gap" to a measurable shift in culture and retention. How she did it is worth picking apart and learning from.
The business case came from a workplace survey
BNP Paribas added a few questions to its existing annual benefits survey, delivered through an external provider so answers stayed anonymous and didn't feel like they were going straight to HR. That was enough to show that 15% of employees identified as neurodivergent, and 30% were caring for a neurodivergent child. These numbers made the case for leadership without much extra persuasion.
It's a useful reminder that the barrier here is often lower than people think. You don't need a bespoke study. You need the right four or five questions, asked anonymously, with a clear answer for what happens to the data.
