E.ON expands neuroinclusion programme after boost in manager confidence 

E.ON is extending its neuroinclusion programme across more of the business after reporting improvements in manager confidence, awareness and workplace culture through a partnership with neurodiversity consultancy Genius Within. 

The energy company said manager confidence in supporting neurodivergent colleagues increased by 29 per cent following the introduction of neurodiversity-focused training, e-learning and assessment tools. 

The programme, initially launched within npower Business Solutions, was designed to help managers better understand neurodivergence and provide practical support to colleagues in day-to-day working life. 

According to post-implementation data, managers reported greater confidence in handling sensitive conversations, balancing individual and team needs, supporting neurodivergent employees and accessing appropriate guidance. 

The findings come as employers place greater focus on creating inclusive working environments that support different ways of thinking, learning and communicating. Neuroinclusion is increasingly being recognised as both a wellbeing and workforce performance issue, with organisations seeking to improve retention, engagement and psychological safety. 

E.ON also reported a 12 per cent reduction in concerns about stigma associated with disclosing a neurodivergent condition. More than four in five employees said they felt they had supportive and knowledgeable colleagues around them. 

Sam Townsend, head of people and executive sponsor of E.ON UK’s Neurodiversity Network, said the programme had helped create an environment where employees felt more comfortable discussing the support they need. 

“We know that difference makes us stronger and we constantly strive to make all colleagues feel they belong. The progress we’ve seen through our partnership with Genius Within is helping to create the right environment for neurodivergent colleagues to feel safe to share what they need to thrive.” 

While the results suggest progress, E.ON acknowledged further work is needed. Some employees continue to report concerns around confidentiality and access to support, while around a quarter of managers remain less confident dealing with some neurodiversity-related challenges. 

Nancy Doyle, acting chief executive of Genius Within CIC, said many organisations continue to struggle with creating psychologically safe environments for neurodivergent employees and their managers. 

“E.ON’s team have gone to the heart of the matter, putting in resources to support career and performance conversations at source, rather than waiting until it is too late.” 

Alongside the training programme, E.ON’s employee-led Neurodiversity Network provides a forum for colleagues to share experiences, raise awareness and contribute to workplace policies and support initiatives. 

The company said the next phase of the programme will focus on embedding neuroinclusion into everyday management practices through enhanced guidance, practical toolkits and ongoing support for managers and employees. 

The expansion reflects growing recognition among employers that neuroinclusion forms part of a broader workplace health and wellbeing strategy, helping to create environments where employees can perform at their best while reducing barriers to participation and progression.