Its survey of people with learning disabilities revealed that nearly six in 10 (57%) feel that their company is not equipped to support them.
More than half (56%) of the 2,000+ people who took part in the survey would like more on-the-job training. A further 38% would like to see more workplaces introduce mentors or buddy systems, to provide extra support for people with learning disabilities at work.
Eight in 10 (82%) indicated that employers should do more to improve job prospects for people with learning disabilities, the survey also revealed.
Chris Jay, managing director of training provider Bascule Disability Training, said: “The first step in identifying the needs of employees with learning disabilities is to create a workplace culture that is supportive, understanding and encourages staff to feel completely comfortable in disclosing and discussing their disability.”
Jay explained that the majority of learning disabilities are non-visible, and that “most people will decide whether or not to reveal theirs, depending on how they expect their employer and colleagues to react”.
“For many with invisible disabilities, the internal hurdle is greater because they hide their needs, often from a lack of trust or fear of backlash,” added diversity and inclusion consultant Toby Mildon.
Mildon explained that managers “lack the confidence in talking about disability because they are afraid of saying the wrong thing or causing offence”.
Jay said that by educating colleagues and fostering an inclusive culture, employees may feel more comfortable discussing their disabilities, receive better support and be less likely to hide learning difficulties, enabling them to bring their best selves to work.
Referencing his own experience with clients, Mildon said that his experience consistently shows that disabled employees, including those with learning differences, often feel that their employers aren’t equipped to help them thrive.
He added: “A good line manager might simply ask: ‘What’s slowing you down in your job?’ It’s HR’s job to equip managers to have these confident conversations. If we talk openly, stigma fades and people’s abilities shine through.”
Tea Colaianni, founder and chair, WiHTL & Diversity in Retail, a collaboration community focused on enhancing equity, diversity and inclusion in hospitality and retail, “HR professionals must adopt the right mindset, viewing inclusion not as a box-ticking exercise, but as a valuable asset underpinning organisational excellence.”
She suggested that meaningful inclusion requires a lasting shift from compliance to curiosity, co-designing support with employees, building trust and empowering managers to lead with empathy rather than policy.
“This means providing training that goes beyond awareness into practical, scenario-based coaching,” Colaianni added. She said that effective mentor and buddy systems don’t just support individuals, they shape culture by fostering belonging, reducing stigma and creating systems where everyone can thrive.
Hester Grainger, co-founder of consultancy Perfectly Autistic, added: “HR teams can start by creating psychologically safe spaces for honest conversations about what helps individuals succeed, rather than waiting for someone to struggle.”
Grainger said: “Simple actions can make a huge difference. Offering buddy systems, clear written instructions, or extra time for training can have a huge impact.”
She advised that managers need practical neurodiversity training to build confidence in recognising and supporting diverse abilities without stigma.
“When people feel seen, supported and understood, they bring their best ideas forward. That’s when organisations truly thrive,” she added.
Hotel company Hilton commissioned market research firm Savanta to survey 2,087 people from the general population and 512 respondents with a learning disability, or parents and carers of someone who has a learning difficulty, including conditions such as autism and Down syndrome. The poll was conducted between 2 and 12 May 2025.
