Dublin Takes a Step Forward on Neuroinclusion: Launch of Bank of Ireland’s Employer Toolkit

Last week I had the privilege, as Lord Mayor of Dublin, to help launch Bank of Ireland’s Neuroinclusion Employer Toolkit—a practical resource designed to help organisations of every size recruit, support, and empower neurodivergent colleagues.

This launch builds on Bank of Ireland’s Neuroinclusion Strategy (initiated in March 2024), which is structured around three pillars—Understanding, Infrastructure, and Culture—and supported by a growing Neuroinclusion Network inside the organisation. Importantly, the Toolkit was co-developed with Auticon, Bank of Ireland colleagues, and members of the neurodiverse community, ensuring lived experience sits at the heart of the guidance.

“The measure of a city is how it treats those who don’t fit the template. Neuroinclusion asks us to redesign the template.” — Lord Mayor, Councillor Ray McAdam

Why this matters for Dublin

Dublin thrives on diversity—of culture, background, and thought. Neurodiversity is a vital part of that richness. Welcoming different ways of processing information and solving problems is not only right; it improves team performance, decision-making, and innovation. This is central to my mayoral theme of Celebrating Dublin and aligns directly with my three pillars:

• Living City – workplaces, services, and daily life designed for everyone;
• Active City – participation in economic and civic life made possible for all;
• Engaged City – policy shaped with people, not just for them.

What’s in the Toolkit

The Toolkit turns values into practice, sharing what Bank of Ireland has implemented across the employee lifecycle—from recruitment and onboarding to workplace adjustments and inclusive environments—along with lessons learned so others can move further, faster. Examples include:

• Understanding: awareness training for managers and teams; structured interviews that reduce ambiguity; strengths-based approaches.
• Infrastructure: accessible application systems; advance sharing of interview structure; swift, stigma-free workplace adjustments (e.g., lighting, quiet spaces, flexible hours).
• Culture: leadership sponsorship; active employee networks; clear communications and meeting practices (plain English, agendas in advance, action summaries).

My commitments as Lord Mayor

To help spread what works across the city, I set out three practical commitments:

1. Convene a Neuroinclusion Roundtable with employers, public bodies, universities, and community groups to accelerate shared learning.
2. Champion a Dublin Neuroinclusive Employer Pledge—simple, measurable commitments aligned with the Toolkit (accessible recruitment, fast-track adjustments, lived-experience input).
3. Spotlight Success through the Mansion House—sharing case studies so good ideas travel quickly across sectors.

Five things any organisation can start this quarter

1. Recruitment redesign: offer alternative interview formats; share questions/structure in advance; use role-relevant practical tasks.
2. Adjustment fast-track: a simple route to request supports and a clear service-level timeline to deliver them.
3. Communication standards: plain-English documents, agendas circulated in advance, captioned recordings by default.
4. Manager capability: bite-size, scenario-based training for people managers.
5. Co-design: formalise lived-experience input through an ERG or advisory panel.

Thanks and next steps

My thanks to Bank of Ireland and Auticon, and to the colleagues and community members who shared their lived experience in shaping this work. This is what corporate citizenship looks like—opening up methods and learning so that SMEs as well as large organisations can benefit.

Neuroinclusion strengthens our workplaces and our city. If your organisation would like to learn more about the Toolkit or to take part in the forthcoming Roundtable and Employer Pledge, please get in touch with my office.

Together, we can make Dublin the most Living, Active, and Engaged city in Europe—for everyone.