In the fall of 2024, we conducted an Inclusion Survey at Solita to better understand the experiences of our minority groups and our overall state of inclusion. The survey results became the foundation for our DEI work for 2025–2027.
Why we decided to deepen our understanding of neurodiversity
One of the strongest recommendations of the survey was to increase support for our neurodivergent employees. Similar signals were already coming from our occupational health partner, the Auntie service, and our in-house coaching. We had also been following the societal and industry-wide discussion and knew from research that neurodiversity may be slightly more common in the IT field than average.
We realised that this was an area where we could make a meaningful difference for neurodivergent employees and the wellbeing of our entire work community. For these reasons, neurodiversity was selected as one of our strategic focus areas.
Who it touches
Approximately 15-20 % of the world`s population is considered neurodivergent, with 1 in 5-7 people being neurodivergent. This includes individuals with conditions like autism, ADHD, OCD, dyslexia and dyspraxia, which represent natural variation in the human mind.
Neurodiversity is not a niche, it affects all of us. We may be neurodivergent ourselves, know someone who hasn’t yet been diagnosed, or work closely with a neurodivergent colleague. Some of us are People Leads supporting neurodivergent team members. Many employees have neurodivergent children, partners, family members, or friends.
Because of this, we see neurodiversity as a human topic rather than a minority topic, something that belongs naturally in everyday working life and community building.
How we started and what we’ve learned
We began by exploring what kind of support our neurodivergent employees, and employees who are close relatives of neurodivergent people might need and benefit from. We wanted a deeper understanding of neurodiversity and felt we needed expert guidance to ensure we approached it holistically and responsibly.
Some of our employees openly recognise their neurodivergence and its strengths. Others may not have a former diagnosis and are still wondering why certain aspects of work feel particularly demanding. We also acknowledged that stigma still exists, and many people feel unsure about whether they can bring their authentic selves to work.
Together with our co-operation partner, Riikka Seppälä, adhd & autism coach, author, and wellbeing trainer, we co-created a comprehensive approach to understand, embrace and support neurodiversity within Solita. We are truly grateful for all the expertise Riikka has brought to this work. Her ability to combine scientific insight, practical tools, and a human-centred approach as a neurodiversity affirming coach and specialist has been essential. We wouldn’t have been able to explore the topic this deeply or understand its full scope on our own.
Solita’s neurodiversity program: Building awareness, understanding, and support
- Organisation-wide info sessions and training for all employees on neurodiversity and neuroinclusive practices
- E-learning courses for neurodivergent employees
- E-learning courses for parents of neurodivergent children
- Individual Neurodiversity-affirming coaching, available to all our employees
- Training for people in leadership roles – Embracing neurodiversity as a leader
One of our biggest realisations has been that neuroinclusive support benefits everyone, not only neurodivergent individuals. It strengthens psychological safety, increases understanding, supports smoother workflow and improves the everyday interactions that make work meaningful.
Our culture has always been based on “Come as you are,” and this work continues to build on our values. Even small adjustments can allow individuals to shine and operate from their strengths.
How our community has responded
The initiative has been warmly welcomed across our community. Neurodivergent employees have expressed gratitude for being invited to participate in shaping the support model and they feel grateful for receiving such valuable neurodiversity affirming support from the employer. The wider community sees this work as a natural extension of our caring culture and feels proud of their employer for taking such a comprehensive and compassionate approach to neurodiversity.
The most common feedback has been: “It means a lot that this is talked about openly.”
This openness alone has reduced stigma, increased understanding, and helped people recognise themselves in the content, sometimes for the first time.
The value this work has created
Increasing awareness and understanding is valuable for the entire organisation. Without recognition and support, neurodivergent employees may be at greater risk of burnout and exhaustion, especially if they feel the need to mask their traits every day.
By offering practical tools, safe spaces and early support, we can help employees feel better, discover their strengths and live up to their true potential at work. People Leads also receive guidance, so they aren’t left navigating these questions on their own.
Our efforts to advance neurodiversity awareness and inclusion have led to positive changes, including:
- Stronger wellbeing
- Clearer communication
- Deeper psychological safety
- More inclusive team practices
- Better talent retention and utilisation of strengths
Why this matters for working life and for society
Supporting neurodiversity is both responsible and humane. When workplaces acknowledge differences in how people think, process and experience the world, they tap into a much wider range of strengths. We also build a work life that allows our future generations and neurodivergent adolescence to build careers where they can show up authentically and receive the support they need, where neurodivergent talent and wonderful, unique expertise is recognised, valued and celebrated and where parents of neurodivergent children can balance work and supporting their child without exhaustion.
For many, access to public support systems can be slow or difficult. Companies can play an important role by offering early, accessible, and stigma-free support. This benefits individuals, organisations and society as a whole:
- Better work ability, including a reduced risk of burnout
- Higher engagement
- More sustainable careers
- Healthier communities
By embracing neurodiversity, we support people as they are and we build workplaces where everyone can thrive. Read more about our DEI work and check out our open positions.