The pensions industry needs to take targeted steps to improve neuro-inclusion across both saver engagement and workplace practices, the Society of Pension Professionals (SPP) has said.

In its new paper, Making Pensions Neuro-Inclusive, the SPP noted that around 15-20 per cent of the UK population is estimated to be neurodivergent, although the true figure is likely higher due to underdiagnosis and non-disclosure.

However, confidence in retirement outcomes remains lower among these groups.

Barnett Waddingham’s At Retirement Reckoning report found that a third of neurodiverse respondents and 41 per cent of people with long-term health conditions said they were not confident about achieving a comfortable retirement.

Against this backdrop, the SPP stressed that creating a neuro-inclusive pensions sector is not only an ethical but also a “strategic priority” for improving outcomes.

For the benefit of savers, the paper urged schemes and providers to simplify and broaden their communications.

It recommended the use of plain language, breaking complex processes into smaller steps, and replacing lengthy brochures with concise, easy-to-follow guides.

Offering multiple formats - such as written guides, podcasts, animations and interactive tools - alongside visual resources like infographics and flowcharts, was also encouraged to reflect different communication preferences.

On the employment side, the SPP argued that inclusive hiring practices were "essential" if the sector was to attract and retain neurodivergent talent.

Therefore, it advised simplifying job descriptions to focus on core skills, avoiding ambiguous requirements such as “excellent communication skills” unless clearly defined, and offering interview accommodations by default.

These could include advance provision of questions, options for written or video responses, and more accessible waiting areas.

The report also called for workplaces to be designed with neurodiverse needs in mind.

This includes flexible environments that accommodate both quiet and collaborative working, as well as well-structured hybrid and remote models.

In addition, establishing neurodiversity networks and employee resource groups was highlighted as a way to provide safe spaces and raise awareness across teams and leadership.

The SPP concluded that adjustments to make pensions more accessible for neurodivergent individuals are often beneficial for the wider population, and that greater inclusion would strengthen workforces, improve engagement and ultimately deliver better outcomes for members.

The report comes as Pensions Age continues its year-long special focus on diversity, equity and inclusion (DEI), including the role of neurodiversity in the pensions workplace.

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