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Neurodiversity support referrals more than treble 

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Referrals for neurodiversity support have more than trebled in five years, according to RedArc, with growing demand among younger generations and adults seeking help for previously undiagnosed conditions.

The nurse-led support organisation reported a sharp increase in referrals relating to conditions including attention deficit hyperactivity disorder (ADHD), autism, dyslexia and dyspraxia, reflecting greater awareness and demand for assessment, diagnosis and ongoing support.

Generation Alpha, comprising children aged up to 13, accounts for 36 per cent of all neurodiversity support provided by RedArc, with referrals made through their parents. Generation Z accounts for a further 26 per cent.

However, demand extends well beyond younger age groups, with Millennials and Generation X each accounting for 18 per cent of referrals.

The findings highlight the growing need for neurodiversity support across different life stages, with implications for employers managing increasingly diverse workforces and supporting employees who are navigating their own diagnoses or caring for neurodivergent children.

Christine Husbands, commercial consultant at RedArc, said: “The increase in referrals do not necessarily mean that neurodiversity itself is becoming more prevalent but it does reflect a significant increase in awareness and understanding compared with even five years ago, alongside a growing desire among individuals and families to seek a formal diagnosis. However, we are seeing a significant number of adults who may have gone undiagnosed earlier in life, or who are now recognising that they need more support than they have previously been able to access.”

The increase comes amid continued pressure on NHS assessment services and the education system, which can leave individuals and families facing lengthy waits for diagnosis and specialist support.

RedArc said people may struggle to understand their own needs or those of their children during this period, while also navigating available services, education support and appropriate interventions.

For working adults, these challenges can extend into the workplace, particularly where employees are seeking adjustments, managing difficulties associated with undiagnosed conditions or balancing employment with caring responsibilities.

The findings also raise questions about whether workplace neurodiversity strategies adequately reflect the needs of employees at different stages of life.

While awareness initiatives and inclusive recruitment practices have become more prominent, employers may also need to consider access to specialist advice, reasonable adjustments, manager training and ongoing support for employees who are awaiting assessment or diagnosis.

Support for parents and carers is another consideration, particularly where lengthy assessment processes, school-related difficulties and specialist appointments place additional demands on working families.

There are also implications for employee benefits and protection providers, particularly as demand grows for services that help employees and their families navigate healthcare pathways and access specialist support.

Husbands added: “Whether someone suspects they may be neurodivergent themselves or is supporting a loved one waiting for assessment, diagnosis or appropriate help, it can be a very long and difficult path to tread. Having the right support throughout that journey can be a lifeline for everyone concerned.”

The latest referral figures point to increasing demand for specialist neurodiversity services and underline the importance of providing support that reflects the needs of both individuals and families.

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